Susan offers a high-touch, private job-search engagement for established professionals ready to pursue what comes next strategically.

Think of Susan as your chess coach for job search. She helps you read the board, understand your next move, see behind the hiring process, and maintain the consistency a successful search requires. You are not left alone to interpret every silence, second-guess your strategy, or wonder what to do next.

Drawing on 30 years of leading talent acquisition teams, hiring processes, recruiting teams, and technology, Susan guides the overall strategy and brings in three additional specialists: a resume writer, interview coach, and social strategist. Together, they give every stage of your search expert attention, from positioning through offer.

Career coaching helps you understand what this stage of your career is asking of you. That may mean growing into a larger role, creating greater impact, and building clarity and direction in your career.
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At a certain point, leadership growth is no longer about learning another skill or model. It requires understanding the patterns beneath how you lead: what you protect, try to control, avoid, or hold onto. It also requires seeing the gap between how you intend to lead and how others actually experience you. These are often the parts of leadership development no one has taught you to examine, yet they shape your impact and what becomes possible next.

Built to Plateau is Susan’s leadership development framework for the point when working harder and knowing more no longer create the same growth. The plateau is not the absence of growth. It is where a different kind of growth begins.

Unexamined leadership patterns do not stay inside the leader. They become the culture. The process helps you identify the patterns shaping how you lead, understand what they protect, interrupt them when they become automatic, and rewrite them to meet your role's needs.

The plateau asks leaders to make time for the inner work they are rarely taught to value. When leaders understand what pressure activates in them, they are less likely to pass that pressure down, create conditions that lead to burnout, or build a culture that depends on everyone absorbing more. The result is healthier leadership, stronger cultures and more sustainable business performance.

Executive coaching typically refers to coaching for Directors, VPs, and senior executives navigating broader scope, greater complexity, and higher stakes. Leadership coaching is broader. It focuses on how someone leads regardless of title.

In practice, the two overlap more than the labels suggest. What matters is not the title on the door, but whether the patterns shaping how you lead still serve what your role now requires.

Coaching works when awareness becomes choice, and that choice shows up in how you lead.

You begin to notice more space between pressure and your response. You make decisions with less second-guessing and recognize sooner when pressure is pulling you away from the leader you intend to be.

Often, you are not the first to notice. Other people experience the change in you before you can name it. The room feels different because you are different.

Yes. Effective coaching should not make you dependent on a coach. It should build capacity you carry from role to role: recognizing patterns sooner, understanding what pressure activates in you, seeing how others experience your leadership, and choosing your response more deliberately. Those capabilities continue to deepen as your responsibilities and challenges grow.

The deeper payoff is a leadership identity you can inhabit, not perform. As you see and understand yourself more clearly, you spend less energy proving, protecting, pleasing, or controlling. That doesn't eliminate pressure, but it creates a more sustainable way to lead and can interrupt the patterns that contribute to burnout.

Some clients return annually, or years later, before a significant step, when a new challenge requires a different kind of growth, or simply for the space to think with someone they trust who is outside the situation. 

1:1 coaching is for the leader who’s already capable and still knows there is more; they are feeling a ceiling that isn’t due to a skill gap; it’s something that’s never been named.

Career strategy works on where you’re headed, the market, the role, and the gap between here and there. See the Career Strategist page for details.

No. Many Houston professionals seek coaching while they’re still employed. You might be preparing for a promotion, navigating a new leadership role, considering a career change, feeling stuck in your current position, or simply questioning what you want the next stage of your career to look like.