Growing leadership expertise in a short period of time within an organization is a continual challenge. The speed of projects and the speed of the need for innovation has increased so that people are placed into positions of management and leadership in an ever-increasing pace.

How are you going to learn? But more important, how are you going to be able to quickly apply what you have learned within your organizational culture and business environment?

In the past, an individual would learn skills and knowledge through training, education and experience, and the organization could afford to wait around for him/her to come up to speed. But today, with the fast pace, organizations need to have their people learn and be able to apply that learning more quickly.

Studies have proven that there are limits as to how fast you can drive education and training and have it be effective. Also, due to economic constraints within organizations, many times the problem is not how fast to drive the education and training, but how to even find available resources to get it to individuals that are destined to lead the organization now and in the future.

How to help solve this dilemma and assist in the transition between “education” and “experience”?

The answer is Mentoring!

Not only for adapting to a new position, but also

- Exposure to new ideas and ways of thinking

- Checking new strategies, having a sounding board

- Having candid feedback on developing strengths and overcoming weaknesses

- Guidance on professional development and advancement, finding your way in big corporations

- The opportunity to develop new skills and knowledge

I am smart and self sufficient why do I need a Mentor?

No person “needs” a Mentor, but everyone “needs” good luck to be successful.

You can vastly improve your “good luck” by partnering with a Mentor. Being at the right place at the right time (good luck) is partly a function of who helps you along the way. But if you do the wrong thing at the right time, then you have missed the opportunity and wasted some of your scarce resource known as "good luck". A Mentor can prevent missed opportunities.

Mentors cannot only help you plan for events in your career that have not yet happened, and may not happen for several years, but also offer critical advice to help you make decisions on things that need to be done now.


Mentors have done what you plan on doing. In every career path you take, there are short cuts or snippets of knowledge which will save you months of searching and reading. Mentors are there to give you information you need to succeed, so you don't waste your time running around in circles working out what works and what doesn`t.

Having over 25 years of corporate experience, it is my pleasure to support you in your own professional and personal development within a safe environment.


Getting Started and Initial Session : Each new mentoring relationship begins with an in-depth intake session to clarify the client's short  and long term goals and to gain a better understanding of their specific needs, objectives and challenges. It`s the ideal time to define what is expected from the mentoring work. 

Frequency & Contract Length : Dependent on the objective of the mentoring work and deliverables, the schedule is designed. In general, it might be weekly or bi-weekly, for 60 minutes each. During these calls, I monitor the client's progress towards his/her goal, review results and achievements from one call to the next, and align myself with the new focus and orientation the client brings to each call.

The length of a mentoring contract varies based on what client would like to achieve.

Support for Past Clients : I offer past clients individual, just-in-time mentoring calls to provide ongoing support when needed.