Frequently Asked Questions

Most typically, a consultant asks question to gather data and uses their expertise to provide a solution to a client’s problems. Consultants (and some therapists) sometime use a coach’s approach.

In the end, consultants and therapists give advice. A therapist might diagnose a client and a consultant might diagnose a situation, both will provide suggestions and solutions.

If you’re insistent, I may give advice. Honestly, though, my advice is never as applicable, cogent or helpful as the advice clients can give themselves. (See above.)

While we may arrive at solutions together, those solutions will be yours, not mine. As we coach, you can rely on me to remind you what is important to you, to encourage you to be creative, provoke your thought processes and help you get unstuck, as needed. Good coaching evokes the wisest and most creative parts of you to address the topic(s) at hand.

Each session lasts 45-60 minutes, depending on the client’s preference. This may happen via telephone, video or in person. We’ll do any (or all!) of the following: Address a client’s topic, check in around an ongoing coaching issue, discuss homework from a previous session, and clarify next steps and/or an action plan.

It runs the gamut, typically from three months to two years. Your experience may vary!

I am trained in Co-Active coaching, which can be thought of as a partnership engaging in a provocative series of inquiries intended to lead to a greater self-understanding, and clarify goals for a pathway forward.

For a more information about Co-Activity, click here.

Internal coaches understand firsthand the culture in which an employee works. They knows the players — and the scenarios, real and potential. A possible downside is that it’s harder for an internal coach to be objective and maintain perspective. Internal coaches often have to hold competing agendas, such as business agendas, HR agendas and the client’s own agenda.

External coaches are removed from your work culture and can help you start with a clean slate, bringing more objectivity to any issue discussed. The disadvantage is they don’t know the ins and outs of your current work situation. Good coaching defers to your expertise and understanding of the situation.

Someone who has been trained through an accredited school, overseen by the International Coach Federation (ICF). Scroll down on this page to see what the ICF recommends.

Consider talking to a few different coaches to get a sense who’s the best fit. Ask your prospective coach about their own strengths and weaknesses. Pay attention to see if there is chemistry between you and the coach. It’s also completely appropriate to ask your prospective coach what you as a client can count on them for, or what you’ll walk away with at the end of your time together. Don’t be shy about asking for a reference or two.

Possible descriptors of prospective coaches that may resonate with you: Agile, warm, smart, humorous, “tough love,” flexible, nonjudgmental, real, uncompromising when it really matters, non-shaming, empathetic, firm, safe, wise, forgiving.

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