Frequently Asked Questions

When you’re feeling unfulfilled, under-challenged, under-appreciated, insecure, overwhelmed, and/or dispirited, it’s often helpful to turn to a neutral, objective coach who can act as a sounding board and judgment-free confidante for issues that can’t or shouldn’t be addressed with others internally. 

Working 1:1 with a coach allows for learning and application of learned skills, allowing for long-lasting change. 

A coach will also delve into insecurities, self-sabotaging thoughts, firmly held subconscious beliefs and provide you with tools, techniques, and tactics to confidently handle varying potential outcomes. 

Absolutely. How could I coach others if I didn’t role model the value in coaching? 

Research shows us that leadership is 70% learned and 30% genetic. Some people exhibit more inherent leadership skills than others. Rates of learning will differ.

Understanding & applying are different; it’s crucial to include both in your development plan. 

The investment is in the entire process, not simply the one-hour sessions that we spend together. Ongoing reflection is key to this process. The learning, understanding, reflecting, and application of skills happens between sessions and long after our engagement has ended.

Coaching in the workplace has a multiplier/ripple effect because many people benefit in addition to the person being coached. Just as negative behavior ripples, highly effective behavior does too. People start to see what highly-effective competencies look like and then try to emulate them. Additionally, leaders learn to act as coaches and teach the skills they’ve learned.

There are reports of the ROI being 7x the price of coaching.

Learning happens at different speeds for different people and it’s important to realize that we all have a varying amount of preconditioning (societal conditioning, past dysfunctional experiences, inner critic, perfectionism, differing levels of self-awareness, assumptions about life, unrealistic expectations we might not know we had). 

For the highest return on investment, and most impact/benefit, it’s important that we dig into these root issues so that we’re creating long-lasting change with highly-effective behaviors and mindset. 

Coaching usually starts with a minimum of us working together for 3-6 months. Ideally, 6-12 months of working together 2x per month then continuing at 1x monthly (you and your environment are constantly changing and evolving). When the trust factor is high and there is synergy then longer. 

Maintaining an ongoing check-in session often provides peace of mind and allows the person to feel supported. Knowing they have it on the calendar enables them to bring any real-time challenge or pain point to discuss. 

No. Not everyone is coachable. If someone is not willing or able to have an open/growth mindset, I will end the engagement. 

For example, people with narcissistic tendencies are not coachable. 

There isn’t necessarily one “right” way for leaders to operate. To complicate things further, coaching leaders and professionals involves human behavior, workplace politics, and navigating an environment where not everyone is self-aware and/or egos run rampant.

Even if you’ve learned what highly effective competencies look like, applying these skills where several external factors are at play that are out of your control can be extremely tricky and frustrating.

Check out my post on this topic: Why Development for Leaders and Employees is So Ambiguous

Different industries, organizations, and teams have different objectives. Some are quantifiable and some are more subjective. One way Amber consistently suggests to measure progress is by conducting regular engagement pulse surveys (or 1:1 interviews with a neutral party) with direct reports, peers, & superiors: those who work closely with the coachee.

Utilizing a 360 Assessment before the engagement and along the way to track progress is one of the best ways to see how we’re doing. We will work to identify targeted behavioral changes with outcome objectives and then assess progress based off of that.

Everyone! It’s a common misconception that “Executive Coaching” is only for executives. Additionally, some people think coaching is a reward for strong performers, a corrective measure for underperformers, or proof that everyone was tried when firing someone (do not hire me for this, I want no part of it. I have my own ethical and moral code in addition to adhering to the ICF Code of Ethics). 

The truth is – coaching is for everyone. 

You can and should continue to mentor and coach internally. Be patient and compassionate with the coachees. Allow them time to commit to this process – for the sessions, reflection, and potential “homework” between sessions. They might be open with you about what they’re learning and they might not. Prioritize development with everyone. Don’t let it take a backseat. 

They want to learn and grow. They are committed to change and transformation for the benefit of others, not just themselves. 

Inability to get and give feedback, lack of self-awareness, lack of understanding blind spots, mindset needs to be reoriented. 

Both companies & individuals hire me. 

I expect openness, honesty, commitment, follow-through, ongoing learning and developing, and feedback from you. Results are solely dependent upon you. Your progress does not end when the engagement ends. 

YES. The only way this works is if you feel safe in what you share. That’s where the true magic happens. I encourage you to not hold back – be open and honest with me so that we can move you forward feeling confident and fulfilled. What happens in our sessions stays in our sessions. That even includes when an organization hires me. What we speak about will not be disclosed. I adhere to the ICF Code of Ethics. 

You can expect: confidentiality, a judgment-free space, a supportive confidante, a cheerleader, an accountability partner, and someone who challenges you to move beyond your comfort zone, to stretch yourself, to unlearn/relearn, and to look at things with fresh perspectives. The point is to stretch you just enough that it still feels energizing to you – not overwhelming. 

Most definitely NOT! I often joke that I am a “recovering perfectionist.” Over the past several years, I have worked hard (with my own coach) at recognizing this tendency, embracing imperfection, and choosing to focus on what I’ve learned and how I will use that learning moving forward. 

That being said, I truly understand what being a perfectionist is like. I understand the pressure and how hard it is to “fail.” I understand people pleasing and worrying about how people view or judge you. I truly embrace self-compassion techniques. 

What makes me unique is a combination of the following things.

Personally: I am an HSP and an empath, therefore I have an extremely high level of thoughtfulness and am extremely conscientious (I pick up on subtleties that others don’t!). I’ve worked with my own Coach for several years and I still employ her because I have a strong commitment to personal and professional development and am a true lifelong learner – not to be perfect, but to feel confident and achieve my full potential. Honesty is my top VIA strength, meaning it comes most effortless to me. This makes me genuine and sincere. I am also courageous and willing to speak up on behalf of others especially when they are mistreated (this got me fired once from a toxic workplace!). I question everything! While this trait can annoy others, it makes me a great Coach. I’m also a true lifelong learner – relentlessly curious. 

Professionally: I worked full-time in corporate jobs for ~14 years and experienced firsthand poor, ineffective, dysfunctional, toxic leaders. I worked as a manager in the hotel industry before spending a decade in financial services. I have an MBA and two B.S. degrees. 

In the coaching landscape, the majority of ICF certified coaches in North America are Baby Boomers. Millennials are only 1 in 10. A female millennial… even more rare.