Executive coaching
For leaders navigating what comes next.
Bricolas is composed practice — moves drawn from a wide repertoire of frameworks, designed for this team, this leader, this room as it actually is. In executive coaching, the work is what lives between what you say and what's actually wanting attention.
Coaching for senior leaders, partners, and founders — the ones carrying roles where the stakes compound and the decisions don't simplify. The work is for leaders who want a thinking partner with the room to sit with what's actually happening: not a performance optimization program, not advice dressed as coaching, not a framework delivered in six sessions and called development.
The frame is developmentally-minded, strengths-informed, and systems-psychodynamic at its foundation. The work draws on what this leader, at this stage, in this role, actually needs — Gallup CliftonStrengths where it opens the conversation, 360 feedback where the data serves the person and not just the organization, group-relations thinking where the system around the leader is part of what's being worked. And on the discipline of not defaulting to a model when the leader's own question is what should be driving the room.
When a flower doesn't grow, we don't just look at the flower — we look at the water, the soil, the environment. Your manager is part of the work, where it makes sense: three-way conversations at the start to align what we're building toward, and at the close to mark what shifted. Most executive coaching elides the manager from the process. This doesn't.
Listening for what's said and what's underneath it. Use of self as instrument. The next chapter starts with what's already in the room.
Common questions
What does executive coaching at Bricolas look like?
Engagements run six to twelve months in three phases — Assess and Align (with a three-way intake including the leader's manager), Coach (1:1 sessions, typically monthly or biweekly), and Close (a three-way wrap to mark what shifted). Cadence and depth scope to what the leader is navigating.
Who is executive coaching for?
Senior leaders, partners, and founders carrying roles where the stakes compound — VP-level and above, executive directors, founders past initial scale. The work is for leaders who want a thinking partner, not a performance-improvement program. Earlier-career coaching is well-served by coaches at earlier credentialing stages.
What does manager-bracketing mean?
Three-way conversations between leader, manager, and coach — at the start of an engagement to align what's being built, and at the close to mark what shifted. Most executive coaching elides the manager from the process; this approach makes the manager's stake in development visible and accountable.
Credentials
- PhD Leadership Studies, University of San Diego
- ICF PCC (Professional Certified Coach) and ACTC (Advanced Certificate in Team Coaching)
- Postgraduate Certificate of Advanced Study in Coaching Supervision
- Gallup-Certified Strengths Coach
- Certified Consultant, A.K. Rice Institute for Social Systems
- Co-creator, Group Relations International
- Eight years of practice