If you have a question which isn’t listed, let us know.

Am I ready for coaching?

Coaching is not transferring information, but a process designed to create new ways of thinking, doing and being in the world.  Productive coaching relationships are based on mutual commitment, self-motivation, showing a clear sense of need, and the readiness to accomplish your goals.  Ask yourself the following questions to get a sense of your fit for coaching:

  1. What is getting my way of being where I want to be?
  2. How motivated am I to do some things differently?
  3. How open am I to feedback?
  4. How much time and energy am I willing to spend on my development?
  5. What are my assumptions?
  6. How do I describe my best self?
  7. What do I value?
  8. What will keep me on track?
  9. What is most important to me right now?


What will you achieve?

Coaching is organized around purposeful conversations. We set specific goals to intentionally develop.  We hopefully learn something new every day – coaching is not just learning something new. Coaching is identifying an ending or result, intentionally creating a plan, and linking the growth to a business need.  The results are long-term performance, a person who can adjust themselves without the assistance of a coach and the ability to generate ways to continually improve.

What is transformational coaching?

It’s experiencing a shift, or seeing things differently.  Each of us holds our own stories and interpretations of ourselves, and like a kaleidoscope, our mental models determine what we see.  Transformational coaching creates new ways of seeing possibilities and at its core, shifts someone’s way of being, not just doing. It’s not simply adapting to a new behavior, but the embodiment of a belief or value which supports how I am going about things differently.

Why might you want to hire a coach?

There are many reasons why you might hire a coach. You may want to get to a specific goal or result faster or quicker with someone working with you, or you may benefit from a new perspective or to see your blind spots.  A coach can also be a confidante, and since they are taught to be non-judgmental and develop trusting relationships, a coach can provide objective feedback and new possibilities for thinking differently.

Here are a few examples of good reasons to hire a leadership coach:

  • You want to be a better communicator
  • You want to be more effective in your role
  • You want to be more successful with less effort
  • You want to have more leadership presence
  • You want to be a better leader and influence others
  • You find it difficult to say no, and confronting others
  • You procrastinate, and miss critical deadlines or may negatively impact the work of others
  • You may have lost credibility with others
  • You fear letting go or losing control, and may find it difficult to appropriately delegate
  • You want to be more organized with your work, and increase your performance
  • You feel overwhelmed and working more hours, but not accomplishing everything
  • You want to increase your ability to lead and get results through your team

If I have an internal mentor and/or coach, what are the advantages to an external coach?

There is a high correlation between coaching success and the use of an external coach for senior executives (AMA 2008). The reasons for this success include the confidentiality and the fresh, objective perspective that an external coach brings.  The external coach is often able to provide candid feedback on the leader’s blind spots and create accountability ways the internal coach isn’t able to do so.  Leaders may be encouraged to produce at higher levels of performance when they see the company investing in their development.

What tools do you use?

There is a wide variety of assessment tools used to give leaders data to make good decisions.  Here are a few examples:

  • Profiles XT: Measures how well an individual fits in your organization
  • Step One Survey: Measures an individual’s basic work-related values
  • Checkpoint 360: Evaluates the perception of performance between leader and stakeholders
  • Workplace Engagement Survey:   Measures degree to which employees are engaged and connected with their work
  • Performance Indicator:  DiSC personality-based assessment
  • Skills testing:  Tests to measure knowledge and skills for job role
  • Customer Service Profile: Measures how well person fits service-related jobs


Who do you typically coach?

Maryanne works with executives, emerging leaders and entrepreneurs, working both with individuals and teams. Her focus includes improving interpersonal communications, developing emotional intelligence, prioritizing and focusing workloads, leadership presence, and handling stress/work-life balance.

Will our conversations remain confidential?

Confidentiality is the foundation of the coaching relationship and depends on trust. Open, trusting relationships create the place for growth, and without trust, growth doesn’t occur.

Additionally, I am obligated by the Code of Ethics of the International Coach Federation.  Confidentiality is extremely important to me, and we will have a clear agreement together before sharing any part of the coaching process.

How long does the process normally take?

At a minimum, we work together for 3 months, or 6 sessions since this is the general timeframe needed to make progress.  However, six to twelve months is the length of an average coaching engagement with approximately two sessions per month.   Our initial conversation would address the steps needed to reach the goal, and the timeframe.

What is Maryanne’s education & training to be a coach?

Maryanne earned a B.A. from Furman University, a Master in Business Administration from the University of Louisville, and is a formally trained coach through Georgetown University. She is an ACC certified coach by the International Coach Federation.

Maryanne has held leadership roles in financial services as a commercial banker and manager, been a consultant with an international performance management company and grown a successful small business. She has led projects and rolled out initiatives on a national scale, and worked to impact performance in hundreds of organizations.  Most recently, Maryanne has focused as a productivity expert, and worked with leaders to improve work flow and communication with others on their team. Using processes to prioritize a heavy workloads and increasing the ability to focus on the critical tasks helps individuals and teams get results.