Learning and Development Coach
Practical, real-world coaching that empowers you to lead as a strategic performance partner.
When an L&D Coach Makes Sense
You or members of your L&D team are stepping or evolving into bigger, more strategic roles, and you want a trusted, experienced partner to help you grow into them. You do not need another course or certification; you need practical, real‑world coaching on how to operate as a human-centered, outcome‑focused L&D leader, navigate stakeholders, and influence the business.
You may need an L&D coach if:
- You are new to speaking directly to the needs of the C-suite
- You are unsure how to transform your organization into a performance consulting partner
- You are new to L&D leadership
- Your L&D function seems to be stuck, and you need help taking the next step.
What I Do as Your L&D Coach
As your coach, I work directly with you (and, if appropriate, a small number of your L&D leaders) to build the mindsets and skills needed to move your L&D function from “learning order‑taker” to strategic performance partner. Drawing on my ATD Coaching certification, my frameworks, and more than 25 years as an L&D and performance leader, I help you apply concepts to your real projects and conversations, not hypotheticals. Coaching sessions are focused, confidential working time where we tackle your actual challenges and decisions. Each session is designed to help you build the skills, knowledge, behaviors, and, most importantly, the confidence you need to become a valued performance partner.
Typical Focus Areas
While every coaching engagement is tailored to your needs, common focus areas include:
- Shifting from training delivery to performance consulting (framing problems, asking better questions, recommending options).
- Using my OUTCOME Performance Framework™, Performance Loop, and ASK model in your own practice and conversations.
- Positioning L&D with executives and stakeholders, including how to say “no” (or “not yet”) to low‑value requests.
- Designing L&D strategies and roadmaps that align with business priorities and measurable outcomes.
- Strengthening your leadership presence: how you communicate, facilitate, and influence as an L&D leader.
Coaching is about building your capacity and confidence so you and your team can lead more effectively and be valued as critical to your organization’s success.
How the Engagement Works
Most L&D Coaching clients work with me for an initial 3 to 6-month engagement. A typical structure includes two 60‑minute coaching sessions per month, plus light between‑session support via email or messaging for quick questions and feedback. We use your real-world situations—upcoming stakeholder meetings, plans, and presentations as the backbone of our work together.
What to Expect in the First 90 Days
In the first 30 days, we clarify your goals, assess your current context and strengths, and identify the specific leadership and consulting capabilities you want to build. By day 60, you will be applying new approaches in live situations and using our sessions to debrief what worked and what did not. By day 90, you should see tangible shifts in how you show up with stakeholders, how you frame and prioritize work, and how confidently you lead L&D as a driver of performance, not just training.
Every engagement is tailored to your individual needs.