As an executive coach, leadership development consultant, workshop facilitator, and inspirational speaker, Tina builds on 20+ years of cross-industry corporate experience to help unleash human potential.
As an executive coach, leadership development consultant, workshop facilitator, and inspirational speaker, Tina builds on 20+ years of cross-industry corporate experience to help unleash human potential.
- 25+ years of executive experience across multiple industries
- MBA, University of Michigan
- Certified DISC, Clifton Strengths Finder and Kilmann Conflict Mode practitioner
My coaching style is a bit "mad scientist" - I try things on myself first before sharing them with clients. Authenticity is critical to my practice - if I suggest a different mindset, recommend a book, or discuss alternative approaches, I have explored each as part of my own growth. I firmly believe coaches should own their OWN lives and all the swirling stuff within - if we aren't doing "the work" ourselves, we lose credibility as advisors, role models, and guides. Coaching is a relationship, and I believe strongly in "fit." I always offer a "get out of jail free" card, meaning that if the fit isn't there after we launch, we can part ways - and I'm happy to suggest other coaches who might align better with my clients' preferences. Fortunately...the card has yet to be used.
My ideal client is a leader who wants to re-invest their learning into making their organizations, their teams, and their communities better/stronger. My ideal client is ready and willing to unleash their potential - and to encourage the unleashing of others' potential as a role model, guide, and manager.
There are a few ways to do this. I ask for goals at the beginning of the coaching program. Those goals keep our sessions aligned with the larger picture. Should this be a corporate client, I will invite the manager to a wrap-up session with the client to talk about those goals and the progress made toward them. I may have a 1:1 with the manager, should that be agreed upon by both the manager and the client. I may propose a pre- and post-360, scope and scale dependent on the nature of the coaching. I ask my clients at the end of our program how they feel they have evolved, what they have learned, how much closer they believe they are to their goals, what behaviors they have noticed changing (at work and/or at home), and where will they continue to invest in their growth.
My coaching superpower is compassionate humor.
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