Founder &
Executive Coaching

I help founders and executives with the challenging pressures that comes with running a company. Beneath strategy & operations, lie the challenges of one’s own psyche, having a clear map of where you are going, a way to get there, all while shaping a healthy company culture that thrives under the pressures of growth.

If you’re high performing, yet underneath it you feel the weight of thoughts such as:

“Am I making the right decisions?”
“How do I get past this crushing stress I keep feeling?”
“When will the pressure stop?”
“How much longer will this go on?”
“Who can I can turn to that really understands what I’m going through?”

When these questions persist, coaching becomes less about performance optimization and more about structural clarity.

Over decades as a CEO, I experienced this core truth: transformation begins within. When the inner world is unclear, the outer one eventually fractures into stress, misalignment, and burnout. That’s why founder burnout has become part of the entrepreneurial lingo. Don’t let that be your story.

My work integrates several frameworks, not as abstractions, but as practical lenses for leadership.

Transformational Coaching

The core principle behind my coaching approach is that sustainable change requires a shift in how meaning is made, not just what actions are taken. Many leaders try to solve exhaustion, indecision, or conflict by doing more or deciding faster. Transformation works at the level beneath behavior. We surface the assumptions, identities, and emotional patterns that quietly govern choices, then restructure them so action becomes cleaner and less costly.

Carl Jung and Depth Psychology

Jung’s central insight is that what remains unconscious will direct life from behind the scenes. In leadership, this shows up as repeated conflicts, blind spots, overcontrol, or avoidance that feel rational in the moment. Coaching applies this by identifying shadow patterns, projections, and unresolved internal splits that distort decision-making and culture. As these are integrated, leaders regain range, creativity, and psychological flexibility.

Taoism

Taoism emphasizes alignment with reality rather than force against it. Excessive striving, rigid control, and constant urgency create friction and waste energy. Applied to leadership, this means learning when to act decisively and when to allow systems to unfold. We examine where effort is misapplied, where resistance is internal rather than external, and how to lead with timing, proportion, and restraint instead of chronic push.

Integral Theory

Ken Wilber’s Integral Theory provides a map. Leadership failures often occur because one dimension is overdeveloped while others are neglected. We work across inner experience, observable behavior, systems, and culture. Personal psychology, leadership behavior, organizational structures, and shared meaning are treated as interdependent. This prevents the common trap of fixing one layer while another silently undermines it.

Across these frameworks, a consistent truth emerges.

Leaders do not break down because they are weak, careless, or flawed. They act logically within the constraints, incentives, and pressures present at the time.

When outcomes disappoint, the question is not “what’s wrong with me,” but “what conditions made this decision make sense when I made it.” Applied to coaching, this reframes burnout and error as signals of misalignment, rather than personal deficiency.

The result is accountability without self-blame, learning without shame, and leaders who can examine reality clearly instead of defending themselves against it.

Weeds grow fast and wither; trees take time yet endure. Coaching is a long-term investment in both your business and yourself—building roots deep enough to thrive through every season. We start where you are and move forward together in a structure that fits your life and leadership rhythm.

The Coaching Guarantee

This coaching relationship operates on trust, agency, and results. At any point during our work together, you may decide that you are not moving in the direction you desire.

If that happens, you tell me two things:

1. That you do are not experiencing movement toward your stated direction.
2. Why.

Upon that declaration, I will refund the most recent session in full and we will end the coaching agreement.

There are no hoops, no minimum duration, and no requirement to prove dissatisfaction. Your experience of progress is the standard. If the work is not creating long-term, lasting forward motion that matters to you, the relationship should stop.

This guarantee exists to keep the coaching honest, focused, and outcome-oriented. It ensures that you are never paying to stay stuck, and that I am fully accountable to meaningful movement rather than time spent.

If this resonates within you, I’d welcome getting to know you.