What I Do


Coaching is a dynamic practice of assisting individuals who wish to move from where they are to where they want to be. It is a personal and professional learning and change activity that works best with highly motivated people.

Coaching includes:

  1. Assessment and discovery
  2. Setting learning goals
  3. Building a plan
  4. Implementing this plan, using dialogue, discovery, and customized suggestions and homework assignments
  5. Regular progress checks

I coach leaders, as well as coaches and consultants.

“She is a great asset to any leader seeking to grow and build strong and capable organizations.”

-Sherie Berger, Human Resources Executive

Executive Team Development and Alignment

The most powerful single lever to achieve sustained organization change is alignment at the top.

This work includes:

  1. Joint assessment of the current state of the team and the organization.
  2. Shared vision development.
  3. Collaborative planning.
  4. Coaching and tracking through successful plan implementation.

The result of this work is a strong team at the top, capable of skillfully leading your organization.

“We trust her to coach our leaders and teams.”

- Scott Morris, CEO and President, Avista Corporation

- Karen Feltes, Senior VP of Human Resources, Avista Corporation

Design and Assessment of Change Projects

Change is hard work. Large organization change efforts are complex and require thoughtful planning, regular assessment and course correction.

In this process, I conduct interviews and focus groups to:

  1. Determine what is working and what is not working in the change effort.
  2. Develop recommendations and necessary course corrections.
  3. Engage leaders in planning steps to move the change forward in a positive direction.

“Pat is the best! She is my valued thought partner as I’m navigating complex change projects.”

- Arlene Scott, Former National Change Leadership Practice Leader at Linkage and OD Leader at PricewaterhouseCoopers in UK

New Leader Assimilation

Change in leadership presents any team with both threats and opportunities. New Leader Assimilation work ensures quick and effective start-up for the new leader and the team.

This process generates:

  1. Increased understanding between the new leader and the team.
  2. Shared clarity about where the team is going next and how it intends to get there.

“Pat has an extraordinary track record.”

-Debby Ogan, Human Resources Executive

New Team Launch

A new team thrives when members come together to answer the following questions:

  • Who are my fellow team members? How do they think and work? What knowledge, skill, and experience do they bring?
  • What do we want to achieve together? Why do we exist? What will success look like?
  • How do we best build a plan?
  • How will we go about getting our work done? How will we communicate? How often will we meet and why? How will decisions be made?

The New Team Launch guides a team quickly through the start-up phase so it can move into performance mode sooner. Not later.

“If you want to work with the best, Pat is a great choice.”

- Kim Barnes, President and CEO, Barnes and Conti, Author, Exercising Influence:  A Guide for Making Things Happen at Work, at Home, and in Your Community

Existing Team Assessment & Development

All teams benefit from a time-out now and then with the chance to explore current performance and discover opportunities to enhance teamwork.

The results of this work include:

  1. Increased clarity about the team’s vision, mission, goals, roles and work processes.
  2. More understanding of one another and how to best work together going forward.

“She has helped me and the teams that I have managed to produce and sustain extraordinary results.”

- Paul Markovich, Chief Operations Officer, Blue Shield of California

Cross-Unit/Department Collaboration

Organizations are stronger when interdependent parts work together. This process engages members of interdependent units in frank and creative dialogue which leads to joint and measurable commitments and plans. Clients universally achieve dramatic improvements in their willingness and ability to collaborate as a result of this work.

“We could not have imagined a better process and outcome.”

- Vijay Desai and Vaughan Acton – Directors: IT and Marketing at a Fortune 20 Company

Key Meeting Design and Facilitation

The pace and quality of organization change is enhanced when all key participants are engaged in understanding and shaping the change. Shared understanding and engagement leads to significant benefits for the organization. This can be achieved by bringing the right people together at the right time in a well-lead and expertly designed and facilitated meeting. I partner with leaders to design and facilitate such meetings.

“She is one of the best in the business.”

- Jim Kouzes, Top leadership educator and speaker and coauthor of award-winning and bestselling books on leadership, including The Leadership Challenge

Resiliency Training

Organization change usually requires individual change. I offer training that provides individuals with the tools and tactics to participate successfully in organization change.

This training is a blend of experiential learning and content presentation.

“Pat has been a valuable coach and thought partner with me for many years.”

-Paul Markovich, Chief Operations Officer, Blue Shield of California

Third-Party Conflict Resolution

Change highlights differences. Differences can fuel creativity, innovation and high performance or they can produce unresolved conflict.

This work engages conflicted parties in candid dialogue that produces:

  1. Increased understanding.
  2. Shared purpose.
  3. New and better ways of working together.

“She provides invaluable tips and insights tailored to each dynamic situation.”

-Jim Weiss, Chairman and CEO, and Diane Weiser, President and COO, WeissComm Global

Values Summit

A highly effective method for engaging a broad base of employees in organization change is to engage them in a Values Summit.

The Values Summit brings together a diagonal slice of the organization to:

  1. Review the organization’s strategic direction and goals.
  2. Learn about the organization’s history and decode its DNA.
  3. Clarify the values they wish to keep, leave behind or develop going forward.

Summit participants then engage the rest of the organization in similar activities. This results in an organization-wide alignment around a set of highly meaningful values. Leadership and HR practices are improved and the organization’s culture is fully defined to allow the fulfillment of its goals.

“She understands the value of partnering with internal consultants and leaders to produce sustainable, long-term change.”

-Bev Scott, consultant and coach, Author, Consulting on the Inside: An Internal Consultant’s Guide to Living and Working Inside Organizations