Some Situations Don’t Fit a Package.
Yours Might Be One of Them.
Not every leadership challenge comes with a clean edge. Sometimes what you need isn’t a defined program – it’s a trusted partner who can look at your specific situation, understand what’s really going on, and build something around that.
That’s what custom coaching is for.
Built Around You. Not the Other Way Around.
Every custom engagement starts with a conversation – not a proposal. Before anything is recommended or priced, the goal is to understand your situation clearly: what’s happening in your organization, where the pressure is coming from, what you’ve already tried, and what success actually looks like for you.
From there, the engagement is built specifically around what you need. We draw from a combination of individual coaching, WHY Discovery work, team sessions, group development, and structured workshops, in whatever combination makes sense.
No two engagements look exactly alike. That’s the point.
Here’s what’s available to build from.
What Every Engagement Has in Common
It starts with listening
Before a single recommendation is made, the goal is to understand your situation fully. The history, the dynamics, the pressures, and the goals. The right engagement can only be designed once the real picture is clear.
It’s grounded in purpose
Whether the work is with an individual executive, a leadership team, or a group of managers, every engagement draws on the same foundational belief: that clarity about WHY for individuals and organizations is the most direct path to better leadership, stronger alignment, and more sustainable performance.
It produces something real
Every engagement ends with something tangible. A personal WHY statement, a team alignment framework, a communication plan, a solved problem, or a set of skills that didn’t exist before. The work isn’t just experienced. It’s documented, transferable, and built to last
You work directly with Rachel and her handpicked team
When you hire Rachel, you get Rachel – someone who has been in the seat you’re sitting in and who brings both deep expertise and genuine investment to every client she works with. Larger engagements may draw on coaches from Rachel’s extensive network to bring the right combination of expertise and bandwidth to give you and your team exactly what you need.
✅ You Might Be in the Right Place If…
✅ You’re a CEO, founder, or senior executive carrying more than you should and need a trusted thinking partner who has been in your seat
✅ You’re leading a team through a merger, restructure, rapid growth, or significant change and need more than a strategy session to get everyone aligned and moving
✅ You have a layer of managers or directors who need development and you need someone to do that work alongside you, or on your behalf
✅ You have a specific team challenge, skill gap, or organizational problem that needs a structured, facilitated solution not a generic training program
✅ You’ve worked with coaches or consultants before and been frustrated by how little they customized their approach to your actual situation
✅ You want your organization grounded in genuine purpose not just a mission statement on a wall and you need someone who knows how to build that from the inside out
About Rachel
I’ve spent years in executive roles and I know what it’s like to navigate the challenges you’re facing. The isolation at the top. The team that’s capable but not quite clicking. The manager who has all the raw material but hasn’t found their leadership voice yet. The organization moving so fast that alignment seems impossible.
That experience shapes everything about how I work. I don’t show up with a pre-built program and fit your situation into it. I show up ready to listen, ask the questions that nobody else is asking, and build something that’s actually designed for you.
I’m a certified Simon Sinek WHY Coach, and purpose-driven leadership is at the core of every engagement I take on. Not as a framework I apply from the outside but as a genuine belief that when people know why they do what they do, and when organizations are grounded in a shared purpose that every person can connect to personally, everything changes.
I work with a small number of clients at a time. That’s intentional. It means every client gets my full attention and it means I only take on engagements where I’m confident the work will make a real difference.
If you’d like to explore whether this is the right fit, the best place to start is a conversation.
How a Custom Engagement Comes Together
Step 1 — The Discovery Conversation
A complimentary 30-minute call to understand your situation, your goals, and what you’ve already tried. No pitch. No pressure. Just a real conversation to figure out whether there’s a fit and what the right next step looks like.
Step 2 — The Proposal
If there’s a clear fit, a custom scope and investment is proposed outlining the approach, the deliverables, the cadence, and the expected outcomes. Nothing is finalized until you’re fully comfortable with what’s been proposed.
Step 3 — The Engagement
Work begins on the agreed timeline. Every engagement includes regular check-ins to make sure the work is landing the way it should and the flexibility to adjust as your situation evolves.
Step 4 — The Outcome
Every engagement closes with documented outputs of the frameworks, profiles, plans, and tools developed through the work so what’s been built together doesn’t live only in the room where it happened.
Let’s Start With a Conversation.
You don’t need to know exactly what you need before you reach out. That’s what the discovery conversation is for.
Bring your situation. Bring your questions. Bring the thing that’s been nagging at you that you and keeping you up at night.
That’s where the best engagements start.
Service Areas
01 — Individual Executive Coaching
CEOs, founders, C-suite executives, and senior leaders navigating complexity, change, or a pivotal moment in their career or organization.
Leadership at the top is a different kind of challenge. The higher you go, the fewer people you can be fully honest with, and the more your personal clarity, or lack of it, shapes everything beneath you.
Individual coaching creates the private space that most executives never have: a confidential, judgment-free environment to think out loud, surface what’s really driving your decisions, and build a clearer path forward.
Depending on your situation and goals, an individual engagement may include:
- WHY Discovery: surfacing your personal purpose, values, and the conditions you need to lead at your best
- Ongoing coaching sessions: regular 1:1 time to process decisions, navigate complexity, and stay anchored to your purpose under pressure
- Undercurrent work: identifying the hidden forces influencing your leadership, your team dynamics, and your organizational culture
- Communication and executive presence development: building the kind of confidence and clarity in your communication that comes from knowing exactly who you are and what you stand for
Best for:
- A CEO or founder carrying too much alone and needing a trusted, neutral thinking partner
- An executive in a new role who needs to establish themselves quickly, firmly and with intention
- A senior leader navigating a significant transition whether personal or organizational
- A high-potential leader being developed for greater responsibility
How it works: Every individual engagement begins with a discovery conversation to understand your situation and goals. From there, a custom scope, cadence, and investment are proposed and built around what you actually need, not a pre-set menu.
02 — Team Coaching
Leadership teams navigating change, implementing new strategy, merging organizations, or scaling rapidly, and needing to do it with alignment, not just coordination
Teams under pressure don’t fail because of a lack of effort. They fail because they’re moving fast without a shared foundation and the small cracks that were manageable in a stable environment become great divides when things speed up or shift.
Team coaching slows the organization down just enough to build the foundation that makes everything else faster. It creates shared understanding, shared language, and shared direction so your team stops burning energy on internal friction and starts directing it toward what actually matters.
Depending on your team’s situation, an engagement may include:
- Team WHY Discovery: each team member surfaces their individual purpose and values, then shares them with the group. What happens when a team truly sees what drives each other is unlike any team-building exercise they’ve experienced before
- Alignment sessions: structured working sessions to establish shared priorities, clarify roles and accountabilities, and build the communication frameworks that keep alignment alive between sessions
- Change navigation coaching: helping teams move through significant transitions like mergers, restructures, rapid growth, leadership changes with purpose and cohesion intact
- Ongoing team coaching: regular sessions over months that keep the team anchored, accountable, and moving in the same direction as conditions evolve
Best for:
- Leadership teams navigating a merger, acquisition, or organizational restructure
- Teams implementing a significant strategic shift or cultural transformation
- Organizations scaling rapidly and feeling the strain of outgrowing their current structure
- Teams where interpersonal friction, competing priorities, or communication breakdowns are stalling operational progress
How it works: Team coaching engagements begin with individual conversations with key stakeholders to understand the dynamics, history, and goals before any group work begins. A custom scope and approach is then proposed based on what the team actually needs.
03 — Group Leadership Development
C-suite and senior leaders who need their managers and directors leveled up but don’t have the bandwidth, the tools, or the objectivity to do it themselves.
One of the most common and costly gaps in growing organizations is the distance between the executive team and the managers just below them. Leaders at the top know where they need to go. The people responsible for getting the organization there don’t always have the skills, the clarity, or the development they need to lead effectively at that level.
Group leadership development closes that gap by offering targeted coaching to a defined group of leaders. The leaders are coached individually, within a shared framework, over a sustained period of time. Each participant gets personalized attention and a development path built around their specific strengths, gaps, and goals. The group benefits from a shared language and shared growth that ripples into how they work together.
A group leadership development engagement may include:
- Individual WHY Discovery for each participant: giving every leader a personal foundation of self-awareness, purpose, and clarity before asking them to lead others more effectively
- Individual coaching sessions: regular 1:1 coaching for each participant, focused on their specific leadership development goals
- Shared frameworks and tools: common language, models, and practices that create consistency across the group without erasing individual strengths
- Progress reviews with the sponsoring executive: regular check-ins to keep the executive informed and ensure the development is translating into organizational impact
Best for:
- A CEO or C-suite leader who needs their management layer developed but lacks the time or tools to do it personally
- Organizations preparing a group of high-potential leaders for greater responsibility
- Companies where the gap between executive vision and management execution is wide and getting wider
- Growing organizations that need to build leadership capacity faster than they can hire for it
How it works: Group development engagements are scoped based on the number of participants, the development goals, and the cadence that works for the organization. Every engagement begins with a conversation with the sponsoring executive to align on goals, success metrics, and how progress will be measured.
04 — Workshops
Teams at any level that need to learn a skill, tackle a specific problem, or develop a solution. Delivered in a structured, facilitated environment with a defined outcome.
Not every situation calls for an ongoing coaching relationship. Sometimes what a team needs is a focused, well-facilitated session – or a series of sessions over several months – to work through something specific together.
Workshops are designed around a defined outcome. Every session has a clear purpose, a structured process, and a tangible result that the team walks away with. Whether that’s a new skill, a solved problem, a developed solution, or a shared framework – the goal is always something concrete, not just a good conversation.
Workshops can be designed around a wide range of goals, including:
- Communication and alignment: helping teams develop shared language, clearer communication practices, and stronger alignment across functions or levels
- Change and transition: preparing teams to navigate an upcoming change, process a recent one, or build the resilience to handle change as an ongoing reality
- Strategic problem solving: structured sessions to tackle a specific organizational challenge, surface root causes, and develop practical solutions
- Leadership skills development: targeted skill-building workshops for managers and leaders on topics like giving feedback, having difficult conversations, leading with purpose, and decision-making under pressure
- Culture and values work: facilitated sessions to define, clarify, or reinvigorate the values and behaviors that the organization wants to live by
- WHY-based team alignment: structured workshop experiences using the Simon Sinek WHY framework to build shared purpose, improve team dynamics, and strengthen communication
Best for:
- Leadership teams navigating a merger, acquisition, or organizational restructure
- Teams implementing a significant strategic shift or cultural transformation
- Organizations scaling rapidly and feeling the strain of outgrowing their current structure
- Teams where interpersonal friction, competing priorities, or communication breakdowns are stalling operational progress
Workshop formats:
- Single sessions: a focused half-day or full-day workshop built around one clear outcome
- Multi-session series: a structured series of workshops over weeks or months, each building on the last toward a larger goal
- Recurring sessions: ongoing workshops on a defined cadence, used to develop a skill or practice over time
How it works: Every workshop engagement begins with a scoping conversation to understand the team, the goal, the context, and what success looks like. From there, a custom workshop design is proposed, including format, content, and facilitation approach, before anything is finalized.