Learn more about Coaching…

Personal coaching is a collaborative, goal-focused process that helps you clarify what you want, create a plan, and take consistent action. A coach offers structure, accountability, and outside perspective so you can move from where you are to where you want to be—whether that’s in your career, relationships, health, or overall fulfillment.

How coaching is different from therapy

• Focus: Therapy often focuses on healing emotional pain, processing past experiences, and treating mental health conditions. Coaching focuses on the present and future—clarifying goals, building skills, and creating results.

• Starting point: Therapy is often for people who are in distress and need support to feel stable and well. Coaching is typically for people who are generally functioning but want to grow, improve, or accelerate progress.

• Approach: Therapists diagnose and treat; coaches do not. Coaches ask powerful questions, offer tools and strategies, and help you design and follow through on your own solutions.

You can think of therapy as helping you get back to baseline, while coaching helps you build from baseline to your next level.

Current research shows that coaching is an effective way to create meaningful, lasting change. Studies and meta-analyses find that coaching reliably improves goal achievement, work performance, and self-confidence, while also supporting well-being and resilience. In workplace settings, coaching has been linked to better leadership behaviors, higher engagement, and reduced stress and burnout. Overall, the evidence suggests that when coaching is structured, goal-focused, and backed by a strong coach–client relationship, it can be a powerful complement to other personal and professional development approaches.

Coaching is for people who have already done some internal therapeutic work, but want more clarity, momentum, or fulfillment in their lives or work. It’s a good fit if you’re ready to make a change, open to honest reflection, and willing to take action between sessions. Clients often come to coaching when they’re navigating a transition, feeling stuck or underused, aiming for a specific goal, or wanting to grow as a leader, creator, or professional—not because something is “wrong,” but because they know there’s a next level they haven’t reached yet.

Choosing the right coach is important. Here are a few things I recommend you look for in any coach you work with—including me:

1. Solid training and credentials
Look for a coach who has completed a reputable coach training program (not just a weekend course) and, ideally, holds a recognized credential such as those offered by the International Coaching Federation (ICF) or similar bodies. These credentials (ACC, PCC, MCC) indicate a coach has completed specific training, logged coaching hours, and is committed to ethical standards and ongoing development.

2. The right “fit” for you
You should feel comfortable, respected, and able to be honest with your coach. In a first conversation, notice: Do they really listen? Do they ask thoughtful questions? Do you feel both supported and gently challenged? Most coaches (myself included) offer an initial call so you can get a feel for the chemistry before you commit.

3. Relevant experience and focus
It’s helpful to work with someone who regularly supports clients with goals or situations similar to yours (for example: career change, leadership development, life transitions, or personal growth). Ask how they typically work, how sessions are structured, and what kinds of results their clients tend to see.

4. Clear ethics and boundaries
A professional coach will be clear about what coaching is—and what it isn’t. Coaching does not diagnose or treat mental health conditions, and an ethical coach will recommend therapy or other support if that’s what you need. You should also receive a clear coaching agreement that covers confidentiality, fees, scheduling, and how you’ll track progress together.

If you decide to work with me, we’ll start with a conversation to see whether we’re a good fit and to clarify what you want to get out of coaching. From there, we’ll design a coaching plan that works for your goals, schedule, and pace.

• Does coaching work? A meta-analysis on the effects of coaching on individual level outcomes in an organizational context. Meta-analysis of workplace coaching showing significant positive effects on performance, well-being, coping, and goal-directed self-regulation. The authors conclude that coaching is a generally effective development tool in organizational settings. The Journal of Positive Psychology

• The effectiveness of workplace coaching A meta-analysis of learning and performance outcomes from coaching. Meta-analysis finding that workplace coaching significantly improves learning, performance, and well-being outcomes. Effects were stronger when coaching was one-on-one, internally aligned with organizational goals, and conducted over multiple sessions. Journal of Occupational and Organizational Psychology

• Coaching as a developmental intervention in organisations A systematic review of its effectiveness and the mechanisms underlying it. Systematic review showing that coaching is associated with improved performance, skills, well-being, and coping at work. The paper highlights that coaching works partly by enhancing self-awareness, goal clarity, and self-regulation. PLOS ONE

• Coaching in the workplace A review and updated research agenda. Review of workplace coaching research concluding that coaching can enhance individual performance, attitudes, and skills, though study quality and methods vary. The authors call for more rigorous research but affirm that existing evidence is broadly positive. Human Resource Development Review

• Autonomy support, relationship satisfaction and goal focus in the coach–coachee relationship: Which best predicts coaching success? Empirical study showing that coaching outcomes are best predicted by a strong focus on clear, meaningful goals, supported by a positive coach–client relationship. Autonomy support and relationship satisfaction were helpful, but goal focus was the strongest driver of coaching success. Coaching: An International Journal of Theory, Research and Practice