Executive Coaching

Coaching for Impact

Cathryn’s coaching work is distinguished by an integration of her experience as an executive, her background in developing leaders, and her expertise in facilitating behavior change that improves performance, resilience, and delivers immediate business impact.  Her core belief is that the most impactful leaders regularly engage in a journey of intrapersonal growth, and that through a habit of regular personal observation and development these leaders are able to maximize both their potential and the potential of their organizations.  The focus of Cathryn’s work with her clients transforms the development of authentic inner leadership strengths into actions that convey visionary and strategic leadership, inspire a higher level of performance, foster innovation, implement change for competitive advantage, shape the future of the organization, and ultimately create greater shareholder value.

The depth and breadth of Cathryn’s executive experience, coaching background, and human behavior expertise enables her to quickly understand and support executives across a wide range of leadership challenges including: honing leadership capabilities, sharpening critical and strategic thinking skills, developing leaders for new or larger roles, high potential leader development, new leader on-boarding and accelerated development, improving performance in current roles, and facilitating career transition.  Ongoing thought partnership is available to clients who have completed a formal coaching engagement.

Cathryn’s clients span a wide variety of for-profit, non-profit, and entrepreneurial organizations including Financial Services, Manufacturing, Pharmaceuticals, Healthcare, Government, Education, and Human Services.  Cathryn is a Professional Certified Coach with The International Coach Federation and is qualified to administer a variety of psychological and leadership assessments and instruments aimed at enhancing the performance of leaders, teams, and organizations.


Cathryn has developed a unique expertise in the application of Contextual Behavioral Science (CBS), and specifically Relational Frame Theory (RFT), to the work of supporting leaders in observing and modifying their behavior in line with their values, goals, and business context.  RFT is an evidence based behavioral account of human language and higher cognition which leverages a core set of basic language and cognition principles to explain and transform complex human behavior.  Because coaching almost always relies on verbal exchanges to influence changes in client behavior, RFT is uniquely well suited to the task of leadership development.  Viewing experience through a CBS/RFT lens develops leaders ability to see multiple perspectives, challenges client’s mental models and preconceived limits, and proves to be a distinctively powerful approach to accelerate learning, personal growth, and impact.

Cathryn’s coaching engagements utilize a systematic yet flexible approach designed to meet each client’s individual needs and opportunities.  The coaching process begins with establishing a written coaching agreement with the client and key stakeholders to define coaching goals, objectives, metrics of success including both personal and business impact metrics, the duration of the coaching plan, and a schedule of periodic stakeholder reviews.  Baseline information is then collected and often includes the StrengthsFinder 2.0 assessment, the VIA Character Strengths Survey, an in-depth exploration of the clients values, goals and business context, and the Acceptance and Action Questionnaire-II (AAQ-II) to measure behavioral effectiveness and psychological flexibility.  Additional assessments may include the MBTI, a 360 assessment if desired, and additional instruments by request.

Coaching usually extends for a 6-12 month period of regularly scheduled meetings, including periodic meetings with key stakeholders for progress reviews and updates.  Experiential and reflective learning is emphasized at all stages of the coaching process. By the end of the coaching process, clients have developed a personal success “toolkit” that incorporates the strategies and approaches they find most useful in supporting ongoing reflection, context sensitive responsiveness, heightened self-awareness, and life long personal development.  Achievement towards the agreed metrics of success and plans for continued practice of new behaviors are reviewed at a stakeholder wrap-up meeting and the coaching engagement is complete.


Cathryn has been coaching executives and leaders for more than 20 years and has held executive leadership positions at the top of global organizations (within three reporting relationships of the CEO) for over ten years.  As GlaxoSmithKline’s VP HR of Information Technology, Cathryn led the global IT merger integration; the transnational IT organization redesign; co-developed and led fundamental cultural change impacting all 6,000 IT people, strategies and services; created the first GSK Talent Management function positioning recruiting as a sub-process in service of the Talent Management process; led implementation of a Leadership Development program that coached and developed 300 IT leaders into new roles over 6 years while delivering significantly improved IT service and process metrics globally; and led the 2006 CIO development and succession process.

Cathryn holds an MBA from The Wharton School, a BA in Diplomacy and World Affairs from Occidental College, a Master of Social Service (MSS) from Bryn Mawr College, an Evidence Based Coaching (EBC) certificate from Fielding Graduate University, is a Professional Certified Coach (PCC) with the International Coach Federation, and is a Licensed Social Worker (LSW) in Pennsylvania, USA.