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professional executive coaching

for self-reflective individuals who want to thrive

Are you beginning a new leadership role, or aspiring to one in the future? Are you facing a challenging environment in your current job? Are you wondering what comes next in your career, or facing work-life balance issues? Do you want to plan for your “encore career?” Metta Solutions Executive Coaching Services can help you address these issues.

 

​As founding CEO of Metta Solutions, LLC, I am a professional Executive Coach who specializes in working with professionals in leadership roles. You can review my coaching credentials here. I currently serve as the Director of Executive Coaching for Duke University School of Medicine, in addition to my private coaching practice.

In my view, Executive Coaching is a professional relationship in which the coach partners with clients in a thought-provoking and creative process that inspires the client to maximize his or her personal and professional potential.

Coaching services are typically purchased as a package, based on the number of sessions desired, the frequency of those services, and whether any coaching assessments or formal progress reporting is desired.

I have a variety of standard packages, ranging from a minimum of 4 coaching sessions, to year-long 18-24 session engagements with a variety of assessments.  Frequently, I write custom packages to fit specific needs.

For more information about available packages, or to explore whether coaching is right for you, please click below to schedule a FREE initial consultation with me.  I’m happy to help you make the best choice for you regarding my coaching services.

 

MY COACHING CREDENTIALS

Schedule a Free Consultation

 

 

ASSESSMENTS AVAILABLE AS PART OF MY COACHING PRACTICE

 

360 ASSESSMENTS

CENTER FOR CREATIVE LEADERSHIP – BENCHMARKS 360 SUITE

I have been trained by the Center for Creative Leadership to use their suite of 360 assessments called the Benchmarks 360.  This assessment is useful to help clients understand how heir performance is viewed by others in the workplace.Specifically, managers, supervisors, peers, direct reports and others are surveyed about the client’s performance on sixteen key leadership competencies and five key “career stalling” behaviors. Feedback is given individually and a development plan is created with the coach as part of the overall coaching strategy.

 

SIX DOMAINS LEADERSHIP SURVEY – DELTA LEADERSHIP, INC.

I have been trained by Delta Leadership to use their 360 Assessment Instrument, the Six Domains Leadership Survey (SDLS). This instrument was designed for use with individuals and teams. According to Delta Leadership, the SDLS is based on the Six Domains model of leadership, an approach that views leadership as composed of six interrelated areas of action, each with its own effect on those being led. The SDLS asks leaders (or team members) themselves – as well as teammates, supervisors, peers, and direct reports – to rate how often they enact, or see, leadership actions in each domain. The survey also assesses each of the six related effects of leadership, to determine what actions can be taken in the corresponding domains to improve the leadership effectiveness.

 

OTHER INSTRUMENTS

MYERS-BRIGGS TYPE INDICATOR

I am a formally trained and certified Myers-Briggs Type Indicator Practitioner through CPP, Inc., the company that is home to this instrument. This classically well-known personality preference indicator is useful to help individual clients and teams assess their preferences for personality styles, and how those preferences are viewed by others. It offers opportunities to discuss working with individuals who have other preferences, and how to build successful teams taking those preferences into account.

 

WORKPLACE BIG 5 PROFILE

I am a certified Workplace Big 5 Profile consultant, trained through Paradigm Personality Labs.  This assessment is useful to help clients understand key factors in their personality structure and how they apply to the workplace setting. This assessment differs from the Myers-Briggs Type Indicator in that it assesses core personality structure rather than preferences (as in the Myers-Briggs), and it is specifically designed for use in coaching around workplace-relevant behaviors and skill development.

 

FUNDAMENTAL INTERPERSONAL RELATIONS ORIENTATION INSTRUMENTS – FIRO AND FIRO-B

I have been trained by the Center for Creative Leadership to administer and interpret the FIRO instruments.  These assessments describe for a client his or her expressed and wanted interpersonal needs in three areas that affect work relationships: Involvement, Influence and Connection. The FIRO Business assessment helps organizations develop great leaders by improving organizational performance for individuals and teams.

 
 

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