Relational Leadership Coaching for Women

The one where you should say what you actually think—give the feedback, name the problem, stand for the direction you know is right—but instead, you adjust. Just slightly. You soften it, reframe it, manage how it might land.

It's not dramatic. It's subtle. But it's enough.

Enough that you walk away feeling like you abandoned yourself. Enough that your confidence erodes, meeting after meeting. Enough that the things you wish you had the leadership to address directly get dismissed, excused away, tolerated—because dealing with them feels too risky, too confrontational, too likely to backfire.

You're exhausted from managing everyone else's experience just to keep them doing what they're supposed to be doing. You've tried being more assertive—but it didn't feel like "you," or you didn't get the outcomes you wanted. You've read the leadership books, taken the communication courses, practiced "leaning in" and "finding your voice." You over-prepare. You obsess over your tone. You have the hard conversations in your head, over and over, but never out loud.

A part of you blames the system: the culture that rewards some people for being direct and punishes others for the same thing. The impossible contradiction of being confident but not intimidating, assertive but not aggressive, caring but not soft.

But another part blames yourself. I should be better at this. I'm too accommodating. Or I'm too bossy. If I were only more...

None of that is where the real solution lives.

You don't have a confidence problem. We live in a world where leadership is often shaped by disconnection, misalignment, and control rather than presence, integrity, and relationship.

Most of us were never taught how to lead in a way that's powerful and relational—direct and caring at the same time. So we usually default to one of two modes: accommodation (to preserve connection) or assertion (which often feels disconnected).

Neither works. Accommodation undermines authority. Forced assertion feels inauthentic and often backfires.

What you actually need is relational leadership: the ability to be honest, direct, and clear while staying in connection—to give feedback that strengthens relationships instead of damaging them, to set real boundaries without burning bridges, to lead from your truth without managing everyone's emotional experience.

This is learnable. But not from books. Not from communication frameworks. And not by trying harder to "be confident."

You learn it in relationship—by practicing it in real time, with real feedback, in the actual situations where you keep abandoning

I work with women leaders and emerging leaders who are done accommodating their way to influence—and ready to learn how to lead as themselves, with clarity and integrity.

This isn't about copying a style of leadership. It's not about "executive presence" performance or replicating the control-and-demand model you've seen in male-dominated spaces.

It's about embodying your own relational leadership—learning to:

Give honest feedback in ways that strengthen connection and inspire people to show up better (not through control, but through grounded relational truth)
Address the things you've been dismissing—microaggressions, undermining behavior, misalignment—without making others wrong, and without swallowing it
Stop managing everyone else's emotional experience and start leading from your actual authority
See the gap between your intent and your impact—get honest feedback about how you're being experienced (vs. how you intend to show up) so you can close it
Stop prioritizing being liked over what you actually stand for—and discover that your dignity and clarity create more respect than niceness ever did

Show up authentically in high-stakes relationships (with your boss, your peers, the people you manage) without contorting, over-explaining, or performing

1. You're not learning theory—you're practicing in real situations.

We work on the actual relationships and moments where you keep abandoning yourself. Your difficult boss. The colleague who undermines you. The direct report who isn't stepping up. The conversation you keep rehearsing but never having.

You don't get a framework and hope it works. You practice in the work, with real-time feedback, so you learn what it actually feels like to lead from integrity.

2. You get feedback you can't see on your own.

The gap between how you intend to show up and how you're being experienced is invisible to you. I help you see it—not to make you wrong, but to give you access to the leadership that's already in you, freed from the accommodating patterns you can't see.

3. This is relational leadership, not performance.

You're not learning to perform authority. You're learning to embody it—so your voice, your boundaries, your vision land cleanly, without the exhausting labor of managing how others perceive you.

You have a boss who undermines you or creates an environment where you're walking on eggshells—and you don't know how to address it without making it worse.
You manage someone who isn't performing, and every time you try to give feedback nothing changes—then you're frustrated they're not stepping up.
There's a peer who takes credit for your work, talks over you in meetings, or subtly dismisses your ideas—and you keep telling yourself it's not worth bringing up, even though it's eroding your influence.
You know you need to have a hard conversation—about boundaries, expectations, something that's not working—but you keep rehearsing it in your head, trying to find the "right way" to say it that won't upset anyone, so it never gets said.

This work teaches you how to show up in these moments as yourself—with clarity, boundaries, and the relational skill to influence change without betraying what you know to be true.

Relational Leadership Coaching For Women

You Know The Moment

Here's What's Actually Happening

This Is Where My Coaching Comes In

Why This Approach Works When Others Haven't

The Kind Of Situations Where This Work Applies

Who This Is Not For

How We Work Together