The Clear Strategy Coaching Approach

Since 2008, Clear Strategy Coaching has been working with Fortune500 professionals one on one and in teams, to become self-starters who enable a higher level of success for themselves, their teams and their organizations. With 18 years in sales and marketing at Fortune 500 multi-nationals, and an MBA in Management from Columbia Business School, I have walked in my clients’ shoes and understand how to bring them tools and insights that work.

Organizations come to Clear Strategy when they want C-suite and high-potential leaders and/or their teams to perform better but are not sure how to get them there. They want individuals and teams in the organization to be more autonomous and able to solve bigger problems, and they want to know that they have strong and trusting relationships with their best talent.

How It Works

I to the 4th Power

I want you to succeed as a professional. You work hard to find the best talent you can and to be your best at work. 
In today’s competitive environment you need the talent of each individual.

To that end, I’ve developed a methodology I call I to the 4th Power, that empowers employees, and their teams,
to communicate effectively, lead with ease, and produce amazing work by focusing on four key elements:


We hear about Strengths all the time. What most people don’t do is connect
those strengths to their impact on others. When people understand how they contribute to their team and the organization,
their confidence soars.


Sugarcoating feedback, pretending things are fine but hiding mounting resentment: these things happen because people don’t understand interpersonal interaction. However, when employees learn how to influence others, they feel more control over their destiny. Stress levels go down, confidence goes up, and individuals and teams are more open to the feedback that will improve their performance.


We hear “I’m a perfectionist” a lot these days. But, really, perfectionism is a way
to avoid taking a risk that could lead to unwanted feedback or, worse, failure.
And talented employees who won’t take risks cost organizations valuable
resources. Teaching employees to take risks, and learn from whatever the outcome, builds
essential resilience.


When individuals in a team have the confidence that comes with self-awareness and the ability to navigate their relationships with others, they can work together with a deep sense of trust. And trust is the foundation of the collaboration that lets your team solve bigger challenges. In today’s competitive business place, you need that trust to be successful.



About The Founder

I hear the same frustrating issues all the time. Managers lose key team members and don’t know why. They recruit high performers hoping that a track record of achievement will mean the person knows how to self-manage, but instead get fragile employees or lack of engagement.  Those same employees are distracted because even though they’re working hard, they don’t always know how to communicate their needs.

My approach to supporting managers and their reports was born of my own experience. In my 20’s I was a high performer. I went to a top business school, then got a job at a Fortune 100 multi-national and was promoted within a year. Yet I was vulnerable. After a re-org that left me full of self doubt and feeling that I’d gotten the short end of the stick, I started looking for another job.

And that new job wasn’t a great fit.

You see, I hadn’t wanted to leave the first job; I just didn’t know how to speak up without sounding like a complainer. I wish my manager had taken the time to see that I was struggling on the inside.  And I wish that I’d had the tools to communicate about what I wanted. I would have stayed, and continued to be engaged and motivated.  

That manager-employee connection is why I do the work I do today. Because once I learned how to communicate effectively, and once I had a boss who knew how to talk with me, we hit it out of the park and delivered extraordinary results for our company. 
I understand my clients and their needs because I’ve been in
their shoes.

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