Confidence is the outcome of taking action, regardless of how you feel.

Take the next level by storm.

Don't wait for confidence to magically appear so you can take action.

Take the next level by storm.

Hi, I'm Sarah.

Let me ask you a few questions:

  • Do you wish you had more executive presence?
  • Is your answer to burnout to just work harder to “get it all done?”
  • Do you make up for a lack of confidence by over-preparing for your meetings?
  • Are you a chronic people pleaser?
  • Do you struggle to speak up and advocate for yourself?

Guess what? You’re not alone. I have been in your shoes. And so have my clients. We’ve all made life-changing shifts, and you can too. Here are some examples of what’s possible:

  • Establish clear boundaries so work doesn’t feel like a one-sided sacrifice.
  • Earn well-deserved raises and noteworthy promotions.
  • Create the role you’ve always wanted—that aligns with your goals and benefits the organization.
  • Pitch career-making projects with confidence, conviction and strength.
  • Create lasting habits to support the life you want to live.
  • Ditch the Imposter Syndrome.
  • Master the ability to communicate with clarity and confidence.
  • Cultivate the skills to exude executive presence and influence.

It’s time to step out of your comfort zone, and put yourself at the top of your priority list.

Hi, I'm Sarah.

Let me ask you a few questions:

  • Do you wish you had more executive presence?
  • Is your answer to burnout to just work harder to “get it all done?”
  • Do you make up for a lack of confidence by over-preparing for your meetings?
  • Are you a chronic people pleaser?
  • Do you struggle to speak up and advocate for yourself?

Guess what? You’re not alone. I have been in your shoes. And so have my clients. We’ve all made life-changing shifts, and you can too. Here are some examples of what’s possible:

  • Establish clear boundaries so work doesn’t feel like a one-sided sacrifice.
  • Earn well-deserved raises and noteworthy promotions.
  • Create the role you’ve always wanted—that aligns with your goals and benefits the organization.
  • Pitch career-making projects with confidence, conviction and strength.
  • Create lasting habits to support the life you want to live.
  • Ditch the Imposter Syndrome.
  • Master the ability to communicate with clarity and confidence.
  • Cultivate the skills to exude executive presence and influence.

It’s time to step out of your comfort zone, and put yourself at the top of your priority list.

My Approach

My goal is to help you achieve your big, hairy, audacious goals. When you’re successful, I’m successful.

You have the skill, capacity, grit, drive, intelligence, humor, experience, passion, and heart to achieve your wildest dreams. Even if you don’t believe that yet, I do.

We’ll take a holistic approach in uncovering the barriers that impede your progress (hint: it’s probably you), and craft strategies that create new neural pathways and lead to success. 

You’re more than who you are between the hours of 9 to 5 (or 7 and 11… we’ve all been there), and you don’t need to work more hours, get more certifications, go back to school, or attach more initials to the end of your name to achieve your goals. 

Click below to find out more.

Services Offered

Individuals

Individuals

Individuals

Individuals

Do you have the executive presence you need to achieve your big, hairy, audacious goals?

Take the quiz to find out.

Featured Blogs
6 Strategies for Navigating the Career Development Maze

Is it just me, or does the concept of “Career Development” stymie many people? If you’re nodding along, you’re not alone. Employees often struggle to manage their careers, and managers grapple with how best to support them. (If you fall outside either or both of these camps, let me be the first this week to say, “Yay, you!”) When I’m working with managers, these questions frequently arise: These are all valid concerns. Let’s dive into some strategies and ideas to help you navigate the waters. 1. The Career Development Trifecta: A Three-Way Partnership Think of career development as a three-way partnership involving the employee, you (the manager), and the organization. This approach is most effective when it’s: Employee-driven – It’s ultimately up to the employee to identify and articulate where they want their career to go. Your job isn’t to figure this out for them. If they’re unsure, that’s okay! Your role is to partner with them and help them gain clarity. Manager-facilitated – As a manager, think of yourself as an air-traffic controller. Your job is to: Remember, you don’t need to have all the answers. Your primary task is to ask questions and guide them toward resources and opportunities. Company-supported – Most organizations have a vested interest in employee development. They often provide resources such as: Get familiar with what your company offers so you can direct your team members to these resources. 2. Redefine Career Development At its core, career development is about helping people grow. That’s it! This simple definition should take some pressure off. Your role is to: 3. Growth Isn’t Always Vertical Remember, “up” is not the only way to grow. Many employees are interested in learning and developing without necessarily seeking a promotion. Here are some alternative growth paths: 4. Look for Different Mediums to Help People Grow While providing information through articles, videos, blogs, trade publications, networking, and job shadowing is valuable, the real growth happens when employees apply newly acquired knowledge. To maximize learning: 5. Be Transparent Honesty is crucial in career development discussions, especially when addressing aspirations that may not align with current opportunities. When faced with such situations: 6. Ask for Help Remember, you don’t have to navigate career development alone. If you’re feeling stuck or unsure about how to support an employee: Remember, career development is an ongoing process, not a one-time event. By consistently engaging with your team members about their growth and aspirations, you’re not just developing careers – you’re building trust, boosting motivation, and fostering a culture of continuous improvement.

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26 Questions to Transform your 1-1 Meetings

Do your 1:1s feel like a checkbox exercise? Are you walking away from these conversations, wondering if they really made a difference? (Or canceling them because they feel like a waste of time?) You’re not alone—and it doesn’t have to be this way. It’s All in the Questions Asking more questions can transform a routine check-in into a powerful tool for engagement, growth, and mutual understanding. Here’s the catch: you don’t need to have all the answers ready. Your role is to listen, understand, and partner with your team members to create their ideal work environment.  While there is no single “right” question, here are 26 to help you get started and build your Question Library: 🤝 Building Authentic Connections 🔥 Understanding Motivators 📈 Fostering Development 🚀 Supporting Career Growth 💡 Pro Tip: Handling Tough Conversations When faced with requests you can’t fulfill, don’t dodge the conversation. When an employee requests something that is unlikely to happen, try:  “I hear how important this is to you. While we can’t make this specific change right now, I’m committed to finding other ways to support you. What else could make a meaningful difference?” Great 1:1s aren’t about having all the answers—they’re about: Remember: The goal isn’t perfection. It’s progress, understanding, and creating an environment where both you and your team can do your best work.

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