Executive Coaching
Leadership problems rarely arrive with a label.
They show up in a conversation you keep avoiding. A team member who isn't delivering. A promotion that changes how people respond to you. A decision where none of the options feels quite right.
That is where we begin.
If one of these sounds familiar, bring it to a conversation.
Book a ConversationWhat It Looks Like
Someone on your team isn’t delivering — and you’re not sure what will actually change it.
A promotion that changes every relationship around you.
A senior stakeholder you can’t seem to influence.
A difficult conversation you keep postponing.
A team that depends on you too much.
A decision where every option has consequences.
How I Work
Coaching that moves from insight to evidence.
We don’t begin with the competency. We begin with the situation.
What happened? Who was involved? What did you do? What did they do? What are you assuming? What keeps repeating?
From there, we turn insight into something that can be tried in the real world — a different conversation, decision, boundary, delegation, meeting, or behavior — and then look at what actually changed.
Insight → Action → Evidence → Learning
- 01
See
Understand what is really happening beneath the initial story — the person, relationships, team, system, and business context.
- 02
Sharpen
Move from abstract concepts to specific, observable behaviors. Define what change would actually look like.
- 03
Shift
Challenge assumptions. See the situation from another perspective, including how your own approach contributes.
- 04
Test
Turn insight into real-world experiments — a different conversation, a different delegation, a different meeting structure.
- 05
Learn
Observe the result, reflect, measure progress, recalibrate, and continue.
What Leaders Bring
The work often begins with one issue. It rarely stays there.
Leading Yourself
- —Executive presence
- —Confidence
- —Decision-making
- —Leadership identity
- —Emotional intelligence
- —Career and leadership transitions
- —Managing ambiguity
Leading People
- —Feedback
- —Delegation
- —Performance
- —Trust
- —Difficult conversations
- —Developing others
- —Manager effectiveness
Leading Across the Organization
- —Stakeholder influence
- —Executive communication
- —Cross-functional relationships
- —Visibility
- —Organizational politics
- —Strategic communication
Leading Through Change
- —Restructuring
- —Growth
- —New leadership roles
- —Global and remote leadership
- —Organizational transformation
- —Rapid change and ambiguity
Engagement Options
Three ways to work together.
Individual Executive Coaching
A dedicated one-to-one engagement, typically six to twelve months, structured around your real leadership situations.
Leader Onboarding & Transition
Focused support for the first 90–120 days of a new role or expanded scope.
Intensive Sprint
A shorter, situation-specific engagement for a defined challenge or decision.
Pricing is discussed in the first conversation, based on scope and context. The first conversation is complimentary.
In Their Words
What leaders say after the work.
“Vanya helped me navigate joining NASA with clarity and confidence. She asked the right questions, offered practical tools, and kept the focus on real progress. The team embraced the changes, and organizational performance improved by 25% within nine months.”
David Pedersen
Strategic Leader, Federal Human Resources — NASA
“Vanya guided me through complex situations, difficult personalities, and high-stress scenarios with clarity and confidence. Her insights into improving executive presence were incredibly impactful — I left each session with practical tools and a clearer sense of direction.”
Michelle Turnbow
Healthcare Operations Executive
“Vanya guided me through my transition to director and taking on a much bigger role. She asks probing questions that allowed me to gain insights about myself. Working with her has been transformative for both my professional and personal development.”
Matthew Sayre
Director of Finance, Nordstrom
“Vanya helped me adapt my personal leadership style to my first manager role, understand my priorities, and confront my own self-limiters. I especially valued her straightforward yet compassionate approach.”
Jennifer Rothfuss
Asset Manager, Chevron
“Vanya asked poignant questions that opened my mind and heart to make an unexpected but very positive career change. She helped me navigate back to my passion and purpose to connect to my highest value role.”
Louisa Seward
Oncology & MedTech Strategy
“Vanya excels at active listening and approaches her role with incredible depth of empathy. Her coaching gave me the guidance I needed to successfully own the room during public presentations.”
Jenn Brown, M.Ed.
Senior Program Manager, Google for Education
“Vanya is a trustworthy and powerful coach. She is insightful, kind, and asked poignant questions that opened my mind and heart to make an unexpected but very positive career change.”
Tori Signorelli
Customer Experience & Transformation Leader
These leaders brought real situations. The work started there.
Book a ConversationQuestions
What leaders often want to know.
Start with what’s actually happening
Bring the real situation.
You don’t need to know what the coaching goal is yet.
Bring the conversation you’re avoiding, the decision you’re sitting with, the relationship that isn’t working, or the leadership situation you can’t quite make sense of.
We’ll start there.