EXECUTIVE LEADERSHIP COACHING

YOU can see the gap.
it's not a skills problem.

I know exactly where the gap lives. It's not what most coaching addresses.

7,000+

600+

20+

Two kinds of people land here.

If you're the leader doing the work, you already know something isn't working the way it should. Keep reading below.

If you're the one considering whether to bring me in for someone on your team, that's a different conversation, with its own rules around confidentiality and reporting. See how sponsored engagements work below.

I've worked with leaders at:
T-Mobile, Vanderbilt University and Medical Center, Lilly, Pharmavite, OneAmerica, Marvell, CommonSpirit / Dignity Health and more.

FOR HR & L&D LEADERS

Sponsoring coaching for someone on your team?

It's for the leader whose potential outruns their current behavior — the one you find yourself managing around more than you'd like.

Most of my engagements are sponsored — an HR director or a general manager brings me in for someone on their team, which means there are three people in the relationship instead of two, and the coaching only works if that structure is handled with real discipline.

Here's how I handle it. Before anything starts, we agree on what gets reported back and what stays confidential — usually that means one thing: whether the coaching is productive, not what's said inside it.

You'll know if something needs your attention. You won't get a transcript.

Every individual engagement is anchored by the Korn Ferry 360, so the development priorities we work on aren't my impression of the person — they're data, validated against a competency framework you can defend to your own leadership. I coordinate the 360 process directly, including rater selection and survey administration, so it's off your plate.

The same rater group gets a short pulse survey at the start and again at close, mapped to the priorities we're working on — so the comparison isn't a feeling, it's a number you can point to. Want to see what that actually looks like? Download the template.

You get structured check-ins at the midpoint and close, tracking against the same development areas we started with. And at the end, I ask the sponsor directly whether the day-to-day friction that prompted the engagement has actually reduced. That's the real test, and I'd rather find out than assume.

If you're evaluating coaches for someone on your team, that's the conversation worth having first. I'm glad to walk through it before you commit to anything.

BOOK A CALL

Real Results. Real Leaders.

Broad Experience

Trusted by leaders in: healthcare, tech, finance, aviation, manufacturing, agriculture and more...

As a coach, Tracy goes to the core of our meaning, not just as employees or leaders, but as humans. Tracy helped me identify the purpose for my next stage of life. Work isn’t a thing to ‘get through.’ It is a piece of a meaningful, balanced life.

Kim Karesh

CEO Nashville Literacy Council

Tracy's guidance was "velvet glove over an iron fist" — active listening, insightful questioning, but always ending with: "OK, what are you going to do about it?" The focus of our engagement was improving my visibility and increasing recognition of my impact with senior executives. His coaching was not only how to think about an issue, but what action to take.

Tom George

Principal, Gomo Consulting | MBA

Former 911 Paramedic

KF360 Practitioner

MA Organizational Dev

I spent my twenties on a 911 ambulance.

As a paramedic, you don't get to freeze. You pull up on a scene and you have about thirty seconds to assess what's happening and start moving. You either take command of the situation or the situation takes command of you.

That experience shaped everything about how I think about leadership. When I transitioned into coaching, I kept noticing the same thing: the leaders who struggled most weren't lacking skills. They hadn't learned to own the scene.

My engagements are anchored by the Korn Ferry 360 — a validated multi-rater assessment that gives leaders precise data on how they're actually experienced. The coaching that follows addresses not just what to work on, but the internal orientation that determines whether any development investment actually sticks. For leaders who hit a wall despite genuine insight and intent, we go deeper — to the hidden structure beneath the behavior. That's where durable change lives.

I've spent the past 20+ years working with leaders in healthcare, finance, manufacturing, and beyond — coaching over 600 individuals one-on-one and facilitating dozens of leadership retreats and programs. What I can tell you is this: the mindset work is the work. Everything else is downstream of it.

Read my full story here.

30 minutes · No obligation · I'll tell you honestly if I can help.