Start with a conversation.

For the woman who can name this before she can name anything else. Impostor syndrome is not a mood to be talked out of. It is a way of being, built over years, and it takes a sustained arc to move. You take the Clance Impostor Phenomenon Scale at the start and again at the close, so the shift is something you can see rather than only something you feel. This runs the same length and the same depth as Transformation. What differs is the doorway: you come in naming the pattern, and we go to work on it from the first session.

You have built a career most people would be proud of. And still, there is something you want that you have not reached, or something in your way that you have not been able to name.

You do not need the words for it before we begin. Finding them is usually the first thing this work does.

Four months of private coaching that goes underneath the tactics, to how you think, how you decide, and how you show up when it counts. Not a plan you will abandon by March. A change in how you operate that is still there after we finish. You take a full Everything DiSC® assessment and build a leadership roadmap you keep, and we meet once more thirty days after we close to see what held.

This one is yours alone. No one in your organization is part of it, and nothing said in these sessions leaves them.

Some things do not finish on a four-month schedule, and you usually know in advance when yours is one of them. Maybe you have done work like this before and watched it fade once the sessions ended. Maybe what you are reaching for is simply bigger than a season.

Twelve sessions across six months, at the pace the work actually moves. There is a point, usually somewhere after the fourth month, where the change stops taking effort and starts feeling like you. Four months can get you to the edge of it. Six gets you through.

Halfway we stop and take honest stock of what has moved and what has not. After we close we meet twice more across sixty days, because the part where it holds is the part that happens once the coaching ends.

For when you are the manager. Someone on your team is struggling, you have tried what you know, and you want them supported properly rather than managed out. Delivered through The RESET Method®: it begins with you, to understand what is actually happening, then works directly with your team member. You stay involved at three defined points and receive a report at the close. Session content stays confidential; what comes back to you is progress against the outcomes we set together. Usually employer-sponsored.

A dedicated advisory relationship rather than a set number of sessions. Twice-monthly coaching, and between those sessions you can reach me by voice note or message, answered within one business day, short calls when you need them rather than scheduled in advance, and a call before the room when something high-stakes is coming. Stakeholder interviews at the start of the term, and on-site availability. What you are retaining is access.