My EXPERIENCE

As a longtime organizational effectiveness consultant, I have coached and mentored teams at Spotify and a dozen companies, ranging from mission-driven biotech startups to global tech companies. The results were the same: highly connected teams that embraced value-driven, transparent, and agile ways of working. At the Broad Institute, I was Director of People and Process for the Data Sciences Platform as the group quadrupled in size. We leveraged proven, research-driven HR practices to strengthen connection and productivity, earning a place in the top 5% of organizations nationwide for employee engagement.

I’ve led countless off-sites, kickoffs, and workshops. As a professional facilitator for more than a decade, I’ve relied heavily on communication skills acquired from my first career as a television reporter. I hold a journalism degree from American University in Washington, D.C., as well as a Master’s in Human Resources Management & Organizational Communication from Northeastern University and a graduate certificate from Cornell in Diversity & Inclusion.

Special focus areas: Employee engagement, leadership development, conflict resolution, change management, organizational development and design, cross-team communication and delivery, remote work practices, Management 3.0, event facilitation, mindfulness stress-reduction, organizational communication and public speaking.

INSPIRED LEADERS.

cONNECTED TEAMS.

JOYFUL WORKPLACES.

When you thrive, your team thrives. Work on your personal and professional growth with a trained coach.

Are you a stressed-out new leader in tech? Maybe you’re loving aspects of your job but dreading other parts? Maybe you were a great technical contributor but now find yourself struggling in a management position? I understand this deeply from 15+ years working on software teams as a contributor, a lead and a manager, and then a coach and consultant.

The best leadership coaches have characteristics and practices that set them apart from the rest. Here are some of the things that I do:

  1. Build trust first: I create a space where clients can be candid about challenges and aspirations, fostering openness and genuine connection.

  2. Tailor my approach: I recognize that there is no one-size-fits-all solution to leadership development. I take into account clients' goals, strengths, weaknesses, personality, and learning style.

  3. Stretch beyond comfort zones: I provide honest feedback and challenge clients to take bold steps, turning discomfort into real transformation.