From one leader to a whole pipeline, every engagement is built on the same architecture: deep self-awareness, practical tools, a real peer community, and direct application to the work in front of you.
One-to-one coaching for senior leaders who want to grow without losing themselves in the process. We start by gathering real evidence — interviews with the people around you, observation where it helps, and assessments such as Hogan, the Leadership Circle Profile, and the Enneagram.
From there, we work on the specific behaviors that will make the biggest difference in how you lead. I'll tell you directly what I see, and I'll stay with you while you decide what to do about it. The goal isn't a tidy report — it's a leader who keeps developing after our work ends.
A family of multi-session journeys that share one architecture but are tailored to a specific level and audience. Run them on their own, or together to build a coherent leadership pipeline with a shared language from emerging leaders to the C-suite. Each can be designed for women-focused cohorts or mixed groups.
High-potential individual contributors and new or soon-to-be people leaders.
Foundational people-leadership skills, real confidence in feedback and the core conversations, and an authentic sense of how to lead from the start.
High-potential mid-level leaders on track for broader scope and more senior roles.
A clearer leadership identity, stronger coaching, feedback, and conflict skills, more cross-functional influence, and readiness for the next level of responsibility.
Senior women leaders at the VP/SVP level in fast-paced, client-facing environments.
A clear leadership voice, real skill and ease in high-stakes conversations, and the shift from constant firefighting to leading strategically — supporting both retention and advancement.
C-suite and senior leadership teams in high-growth or rapidly changing organizations.
Alignment on purpose, strategy, and how the team leads together; clearer cultural norms and decision-making expectations; and the trust it takes to have productive conflict at the top.
Recent leadership cohorts have rated the work at the top of the scale — and, just as telling, they'd send their peers.
Aggregated from recent women's-leadership, emerging-leader, and executive-team program surveys.
Getting teams to vocalize and clearly articulate what they believe in is an art form, and Adrienne has perfected it. Thanks for all your help in getting us aligned and moving on this journey.
COO, Technology StartupI truly might have been out the door, had it not been for this program.
Participant, Women's Leadership ProgramAdrienne is an awesome facilitator and leadership coach. She's not from the company, so she gives plenty of real-world examples and applications.
Participant, Emerging Leaders ProgramWe start with a comprehensive discovery phase including one-to-one interviews, stakeholder perspectives, assessment data, and your own engagement and retention numbers — pulled into a single honest picture of how the team actually works together.
From there, we take it step by step: first making it safe enough for people to be honest with each other, then having the conversations the team has been avoiding, and finally building the habits that hold the change in place after I step away. What I want to leave behind is a team that can keep coaching itself.
On its own, a Hogan profile is a set of scores. The value comes from interpretation — sitting down with the results and connecting them to the role, the culture, and the decision in front of you. That's what I do, whether you're hiring an executive, developing a leader, or trying to understand how a team works together.
When you're making a hiring decision, I partner with executive search firms and hiring leaders to read a candidate's profile in context — what it suggests about how they'll lead, where they may struggle under pressure, and how they'll fit your culture. You get a clear written summary and a conversation about it, so you can decide with confidence.
For a leader who wants to grow, Hogan is one of the best starting points for self-awareness I know. I'll walk you through what your results actually say — directly and with care — and together we'll turn them into a development plan focused on the behaviors that matter most in your role.
Looking at a leadership team's profiles together shows how the mix of personalities and values shapes the way the team collaborates, makes decisions, and communicates. We finish with specific commitments about how to lead better together — in the team's own words.
I design and lead workshops, moderate panels, and speak on the themes I care most about: culture and values, the manager as coach, and leading well through complexity and change. I'm told the sessions stick because people leave with something they can use right away, not just notes they'll never reopen.
Tell me what you're working on. I'll point you to the right starting place — even if it isn't me.
