Washington DC Executive Coaching

Washington DC Executive Coaching  ~ What is executive coaching?

In Washington DC Executive Coaching is often sought. Many corporate and educational leaders are deeply invested in their work-life. They frequently ask, “What is executive coaching?” What are the benefits of this kind of consultation?

For corporate, organizational and educational leaders executive coaching can be helpful in several ways. For instance, it can help you to:

  • Effectively manage your boss.
  • Successfully manage your subordinates.
  • Lead your team.
  • Collaborate with your colleagues.
  • Build an atmosphere of respect and trust.
  • Pursue a promotion.
  • Strengthen workplace morale.
  • Improve your organizational culture.
  • Work with challenging bosses and colleagues.
  • Build diverse teams for competitive advantage.
  • Create an atmosphere of inclusivity, social equity and inclusion.
  • Address workplace conflicts.
  • Deal with other workplace challenges.
  • Understand and manage organizational dysfunction.
  • Find a job with a better fit.
  • Develop and implement your entrepreneurial ideas.

To learn more about my approach to executive coaching read my nationally-syndicated, Washington Business Journal Column, “Corporations on the Couch”. These columns address corporate, organizational and educational dynamics. In addition, my Washington Post articles, below, examine career and work-life challenges.

Washington Business Journal Column, “Corporations on the Couch”

The Washington Business Journal editor asked me what one tips I’d give to someone starting a new business or position. Here’s what I had to say:

Chalk it up to Experience: Small business experts teach you a thing about questions you should be asking,

“Be specific: Lynn Friedman, Corporations on the Couch columnist, wants to think about failure: “Before embarking in a new business, envision a perfect outcome in which you have achieved all your goals, successfully.

Describe it in detail. Include products and services, profits, number of employees and an array of business considerations. Also think about the impact you’d like to make and the recognition you’d like to get.

‘Ask yourself, ‘What are the benefits of success?’ Then, ask, ‘What are the advantages of failure?’ Tune into the inhibitions that you may have about success: Will it strain certain relationships? Alter your role in your family? Change how you see yourself?’

‘Take stock of both the advantages of success and, baffling enough, the advantages of failure.’”

In short, this comment urges you to think about the downside to success.

“Corporation on the Couch” columns on Executive Coaching

Corporate and Organizational Dysfunction

These columns address corporate dysfunction. First, they explore how organizational dynamics often, inadvertently, reinforce organizational and individual dysfunction. Second, they describe how these difficulties can be overcome. Third, they address steps leaders can take to build healthy organizations.

  • To Erase Corporate Dysfunction, Assess and Address – Many corporate, organizational & educational settings are dysfunctional. Why do organizations become (and stay) dysfunctional? How can you understand this? How can you effectively work to overcome it?
  • Difficult staffers out, that’s all anyone can talk about – When you fire an incompetent employee, staff members may be relieved. However, they still grieve and they still worry. Here’s why. (And here’s how you can address it!)
  • Errant employees are a window into your culture – When employees don’t do their job, others work around them and pick up the slack. Therefore, before firing errant employees it’s important to consider each person’s role in this, albeit inadvertent, cover-up. This column explores the kinds of factors that may be at play.
  • Diagnose before treating HR woes – Prior to addressing Human Resource difficulties it’s important to do a careful assessment of the nature of these organizational difficulties.

Dealing with a Difficult Boss

How do you deal with a difficult boss? Here are some tips on how to protect yourself while dealing with troubling bosses.

  • A turncoat boss requires special care – Your boss isn’t a man of his word. He’s unreliable and dishonest. For this reason, it’s important to understand his untrustworthy behavior and to learn how you might work effectively with him.
  • Needy bosses and the employees who need a break – Needy bosses can make inappropriate demands. Yet, setting limits with them can be extremely tricky. How do you understand and deal with their inappropriate demands? What steps can you take to effectively handle the situation
  • Second in command often first to suffer chief’s vices – You are attempting to lead, but at every turn your boss undermines your authority. Therefore, it’s helpful to understand this situation and to learn how can you effectively address it.

Dealing with a Difficult Employee

Bosses aren’t the only ones who create difficulties. For example, in today’s climate, the errant employee can pose significant HR challenges and legal risks.

  • Don’t let your subordinates delegate work to you – You’ve hired an employee to lighten your load, but at every turn they drag their heels, demand endless supervision and generally drain your time and your resources. Therefore, it’s important to understand, what’s going on and what can you do about it.
  • ‘Retiring in place’ may point to management isssues – Many workplaces tolerate long-term employees who aren’t doing their jobs. Over time, other employees learn to work around them, often taking on parts of their jobs. Allowing this sort of behavior has a profound impact on organizational culture and morale. Consequently, this column discusses the effect of this dynamic.
  • Managers must put the brakes on back stabbing – You are an officer of a board of trustees, and you have become aware of dissension in the ranks. Beleaguered by constant gossiping, backbiting and insubordination, the corporate workplace is not a happy one. Despite the poor morale, only the stars seem to leave. How can you understand this and reverse it?
  • Employee misconduct can be used as a learning tool – It’s ugly — and, you wish you hadn’t discovered it. But you did. You’re a senior vice president, and you’ve uncovered a “borrowing” incident among the rank and file. Melinda, a clerk, has been misappropriating small amounts of petty cash. It’s important to clarify, what drives her behavior. And what’s the best way to address it for her, her colleagues and your organization?
  • When attempts to delegate boomerang, watch out – You’re a high-ranking successful administrator in your organization, which often means you’ve taken on too many jobs and done them too well. This, in turn, has led to more assignments.

Human Resource Challenges

If you’re in HR, you face challenges navigating concerns around equity, diversity and inclusion. Therefore, I’ve provided several columns that I hope will be helpful.

  • Get the right diagnosis before treating HR woes – Consultants are often asked to conduct workshops with the implicit expectation that the workshop will magically change the corporate culture. This is unrealistic and will likely backfire. Instead, corporate leaders seeking organizational change are encouraged to have candid talks describing organizational dynamics and corporate goals with their consultant prior to planning an intervention.
  • How corporate leaders can lead diverse teams for competitive advantage by Dr. Lynn Friedman – You have diversity among your ranks. You don’t want to lose talented people because they feel estranged or excluded. To promote inclusivity, social equity and diversity within your corporate team, consider these strategies.

Employees with emotional challenges

Do you have gifted employees who practice self-sabotage?  Do these talented works have emotional problems  that interfere with their effectiveness? Read here: Career Coaching in Washington DC

  • Addressing workplace unhappiness – Not all workplace unhappiness is attributable to bad workplace morale. Many successful people are frustrated and unhappy at work. But how do you clarify and resolve work-life issues? How do you know if people need help? And, after deciding that help might be useful, how do you know what kind to seek?

Do you need Executive Coaching, Career Coaching, Psychotherapy or Psychoanalysis?

Wondering whether you should consider executive coaching, career counseling, psychotherapy or psychoanalysis? Learn more, here.

The Washington Post

Executive Coaching – Thriving In The Workplace:

Finally, if you are interested in career or executive counseling, psychotherapy or psychoanalysis feel free to call me at: 301.656.9650.

Please note: I am providing online psychotherapy, psychoanalysis, clinical consultation, supervision, and executive and career counseling. I am eager to return to the office as soon as it feels safe to do so. If you’d like to explore working together, feel free to give me a call:301.656.9650.


I'm interested in exploring a consultation with you, what's my next step?

I provide psychotherapy, psychoanalysis, clinical consultation, supervision & executive coaching. If you are seeking consultation from a psychologist, psychoanalyst, in DC, feel free to call me: 240.483.3530.