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Certified ORganizational Development Coaching


 My Organizational Development Coaching (ODC) involves effectively navigating volatile group dynamics across entire organizations, collaborating, conducting program evaluations, engaging in conflict and change management, increasing awareness and insights of individual and team strengths, improving leadership dynamics, increasing emotional intelligence and resilience, and developing strategic skills, resulting in sustainable organizational change, and thriving cultures.

My Organizational Development Coaching Skills:


Stakeholder Management

Collaborating in High Stakes Environments

Corporate & Strategic Communications

Business Development

Organization Development

Program Evaluation

Team Leadership & Management

Team Effectiveness

Performance Management

Organizational Strategy

Organizational Change

Leadership Development

Conflict Management

Change Management

Sales Management

Employee Performance Management

Project Risk Management

Dominance Inducement Steadiness Compliance (Personality Test)

Community Resilience

Governance Risk Management & Compliance

Compensation Management

Hotel Management

Methods Engineering

Career Development

Employee Relations Investigations

Human Resources Concepts & Strategy

Loss Prevention

Human Performance Technology

Office Management

Integrating Organizational Ethics


Strategic Planning

Commercial Planning

Privacy Impact Assessments

Corporate Governance of Information Technology

IT Risk Management

Foreign Trade Zones

Data Collection

Sports Analytics

Social Marketing

Information Management

Sustainable Management

Consistent with the International Coaching Federation (ICF) core competency skills (Symbiosis, 2023), I demonstrate the following practices:

  • I collaborate with executives and leaders to achieve personal and professional goals.

  • I apply coaching ethics and standards of coaching

  • I demonstrate personal integrity and honesty in interactions with clients, sponsors, and relevant stakeholders

  • I am sensitive to clients’ identity, environment, experiences, values, and beliefs

  • I use language appropriate and respectful to clients, sponsors, and relevant stakeholders

  • I abide by the ICF Code of Ethics and upholds the Core Values

  • I maintain confidentiality with client information per stakeholder agreements and pertinent laws

  • I maintain the distinctions between coaching, consulting, psychotherapy, and other support professions

  • I refer clients to other support professionals, as appropriate

  • I embody a Coaching Mindset

  • I develop and maintain a mindset that is open, curious, flexible, and client-centered

  • I acknowledge that clients are responsible for their own choices

  • I engage in ongoing learning and development as a coach

  • I develop an ongoing reflective practice to enhance my coaching

  • I remain aware of and open to the influence of context and culture on self and others

  • I use awareness of self and my intuition to benefit clients

  • I partner with the client and relevant stakeholders to create clear agreements about the coaching relationship, process, plans and goals.

  • I explain what coaching is and is not and describes the process to the client and relevant stakeholders

  • I reach agreement about the guidelines and specific parameters of the coaching relationship such as logistics, fees, scheduling, duration, termination, confidentiality, and inclusion of others

  • I partner with the client to define what the client believes they need to address or resolve to achieve what they want to accomplish in the session

  • I collaborate with the client to define or reconfirm measures of success for what the client wants to accomplish in the coaching engagement or individual session

  • I collaborate with the client to create a safe, supportive environment that allows the client to share freely.

  • I seek to understand the client within their context which may include their identity, environment, experiences, values, and beliefs

  • I demonstrate respect for the client’s identity, perceptions, style, and language and adapt my coaching to the client

  • I acknowledge and respect the client’s unique talents, insights, and work in the coaching process

  • I reflect support, empathy, and concern for the client

  • I acknowledge and support the client’s expression of feelings, perceptions, concerns, beliefs, and suggestions

  • I demonstrate openness and transparency as a way to display vulnerability and build trust with the client

  • I show up fully conscious and present with the client, employing a style that is open, flexible, grounded, and confident

  • I remain focused, observant, empathetic and responsive to the client

  • I demonstrate curiosity during the coaching process

  • I manage my emotions to stay present with the client

  • I am confident in working with strong client emotions during the coaching process

  • I am comfortable working in a space of not knowing

  • I allow space for silence, pause or reflection

  • I listen actively, listening to what the client is and is not saying to fully understand what is being communicated in the context of the client systems and to support client self-expression

  • I reflect and summarize what the client communicated to ensure clarity and understanding

  • I evoke awareness by facilitating client insight and learning by using tools and techniques such as powerful questioning, silence, metaphor, or analogy

  • I ask questions about the client, such as their way of thinking, values, needs, wants and beliefs

  • I ask questions that help the client explore beyond current thinking

  • I invite the client to share more about their experience in the moment

  • I adjust the coaching approach in response to the client’s needs

  • I help the client identify factors that influence current and future patterns of behavior, thinking or emotion

  • I invite the client to generate ideas about how they can move forward and what they are willing or able to do

  • I support the client in reframing their perspectives

  • I share observations, insights, and feelings, without attachment, that have the potential to create new learning for the client

  • I facilitate client growth by promoting client autonomy in the coaching process.

  • I work with the client to integrate new awareness, insight or learning into their worldview and behaviors

  • I partner with the client to design goals, actions and accountability measures that integrate and expand new learning

  • I acknowledge and support client autonomy in the design of goals, actions, and methods of accountability

  • I support the client in identifying potential results or learning from identified action steps

  • I invite the client to consider how to move forward, including resources, support, and potential barriers

  • I partner with the client to summarize learning and insight within or between sessions

  • I celebrate the client’s progress and successes

  • I partner with the client to close the session.

Let’s Work Together

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