My clients are typically executive and senior-level leaders, business owners, academic vice presidents, professionals with executive roles [such as physician leaders], and governmental agency and program directors. I also work with mid-level managers, usually as part of an organization-wide leader development effort. My clients represent numerous sectors of the economy and include associations, universities, government and public agencies, healthcare, and a variety of private sector industries. See the "Clients" page for a partial client list.

Leaders typically hire me for the following reasons:

• They're newly promoted and are seeking support in adapting to new roles and responsibilities


• They've been identified as high potentials and are being groomed for future roles as senior leaders


• They want to expand their capacity to adapt to complex challenges in service to a clear vision or outcome


• They have a blind spot that is compromising their success or effectiveness


• They're restless in their current role and want to explore new possibilities.

First, we clarify the purpose of coaching -- what the leader wants to accomplish and what s/he can expect from a coaching relationship. We also assess, jointly, the quality of the match between coach and client, both interpersonally and in terms of client needs vis-à-vis my expertise. Occasionally, I do refer clients either to other coaches or to professionals in other fields.

Next, we gather data via one or more methods, often including assessment instruments. I'm certified to use several. Those listed below are the ones I most commonly use with leaders.

• The Leadership Circle Profile [TLCP], an on-line 360 tool that gives leaders a wealth of information about their leadership style and the underlying patterns of thinking that drive their behavior; for a more detailed description, click on "Leader Profile" above



• The Enneagram, a personality inventory that includes 9 types and 9 levels of development within each type; it is helpful in expanding a leader's self-awareness and awareness of what motivates others, and in guiding self-observation and self-inquiry for those interested in in-depth work



• The Maturity Assessment for Professionals [MAP] Profile, which indicates a leader's stage of adult development and is invaluable in helping create developmental goals and practices



• The Myers-Briggs Type Inventory [MBTI], another personality assessment tool often used in organizations to introduce individuals to the concepts of self-awareness and type differences. Like the Enneagram, the MBTI can be used for both performance and developmental coaching.

We use the leader's current situation and the assessment data to help define a set of specific coaching goals. If the leader's boss or another organizational representative [a third party] initiated the coaching, then we may share or jointly create coaching goals with the third party. In either case, the leader being coached holds the confidential privilege to the content of coaching sessions.

Once we have a set of goals, we begin regular coaching conversations that help the leader make progress on accomplishing the goals via self-observation exercises, behavioral practices and fieldwork, self-reflection, and feedback on progress.

My role as coach is that of a partner. One key tool I use is feedback. I listen, observe, ask questions, feed back information, and offer other perspectives. My job is not to give answers or advice to but to ask questions that help a leader explore and extend the edges of opportunity.

I work with clients in person when they are geographically close, and via telephone when they are distant. My office is located in the eastern U.S. time zone.

The duration of a coaching engagement varies. We have no quick fixes. Growth and development take time and lots of practice.

I typically request an initial fixed-fee, six-month investment, especially for developmental coaching. Many leaders opt to continue with coaching after the initial engagement, on a month-to-month basis. I also offer 10-session packages for leaders seeking new skills in a particular content area, like delivering effective presentations.

If you're considering coaching or have questions about fees, please phone or email me [contact information is below]. There is no charge for an initial consultation.

• I began coaching in the 1990's, and started Butterfield + Laning, LLC, a leader development firm, in 1998


• I'm credentialed by the International Coach Federation as a Professional Certified Coach [PCC]


• In 2003, I was one of only 28 coaches selected nationally to become part of the executive coaching pool for the Federal Executive Institute, the federal government's premier residential training facility for senior executives


• My coaching skills are grounded in my training and experience as a psychotherapist in the early 1980's; I have a Master's and PhD in counseling and psychology, and am licensed by the Ohio Board of Psychology.