Susan D.

A talented and spirited leadership coach, Susan works with all levels of managers and executives who are striving to improve their skills in people management. Susan leverages decades of experience as a technology executive to guide clients on a path to leadership excellence

Full Bio

Susan has a proven track record of success in developing high-performance contributors into high-achievement leaders and executives. If you are newly promoted into a leadership role or a long-time executive, she will support you in identifying patterns that impair success, breaking free from those patterns, and establishing new patterns for achievement. Susan has a direct, no-nonsense style with clients, and is committed to providing a setting where you are able to bounce around ideas in a judgment-free space. She strives to find the perfect balance for clients to maintain self-confidence while experimenting in unchartered territories - which usually requires a dose or two of good humor! Having managed technology teams in companies that range from a small start-up to a $4B public company, Susan has a broad understanding of the various issues that face leaders, particularly those in high-growth, innovative organizations. This first-hand experience and knowledge enable her to understand all sides of the equation, and empathize with many leadership and career challenges that managers face today. Susan graduated from Northwestern University’s ELOC program with a graduate certificate in Leadership Coaching in 2021. She holds accreditation to administer and interpret the Behavioral Essentials Success Survey and Integrative9 Enneagram. In addition, Susan is a certified Multipliers Practitioner and Alignment Practitioner.

Notable Client Achievements

  • Working with the Vice President of Engineering and four engineering managers, stabilized a software development department; improved collaboration, communication, and teamwork resulting in significantly reduced attrition and notable improvements in velocity and quality.

  • Coached a high achievement IC (Data Scientist) newly promoted to Data Analytics Manager; supported during critical first six months in the role during which time she established herself as an excellent manager.

  • Coached a QA manager in areas including presence, upward communication, and accountability, resulting in his transition to a director-level position with increased staff size and broader responsibilities.

  • Over four decades as a technology manager and executive
  • Northwestern University ELOC Graduate Certificate in Leadership Coaching
  • Certified Multipliers Practitioner
  • Alignment Practitioner
  • Behavioral Essentials trained coach and assessment administrator
  • Enneagram Certified assessment administrator
  • MBA Babson College
Computer Software
Information Technology
Mechanical Or Industrial Engineering
Professional Services
Real Estate
+ more
Customer Service
Software Development
Product Management
Project Management
Science Research
Mid Career
New People Manager
Experienced People Manager
Performance Productivity
Relationship Building
Managing Up
Emotional Intelligence
Interpersonal Communication
Self Esteem Confidence
Team Building
Remote Leadership
Providing Feedback
Executive Presence


Describe your coaching style.

I adhere to the coaching standard of ‘curious questioning’ to support clients' consideration of their motivations, interpersonal relationships, and team dynamics. I am persistent in challenging clients to reflect on their behaviors and identify areas for improvement.

Who is your ideal client and why?

My ideal client is someone with a STEM background and generally more introverted than extroverted. I spent most of my career managing technical teams and have the most insight into the challenges that are encountered when managing technical people. I have successfully guided my team members through promotions and job changes so I feel very well equipped and knowledgeable about how that process works.

How do you measure success with a client?

I use a combination of three artifacts: the client’s manager’s feedback, the client’s team’s feedback, and the client’s self-assessment. This can be achieved through 360 surveys/sentiment surveys, interviews, or via the client. Depending on the engagement, other metrics such as attrition, velocity, and defect rates, can be considered if noted at the outset as unsatisfactory.

What is your coaching superpower?

My coaching superpower is Wisdom — developed through 40 years of hands-on experience managing individuals and teams

More questions

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