• $1.7MM+ in increased annual pay generated across clients — gains that will ripple for years into families, communities, and futures

And the part that means the most to me:

Every single client this year was a woman or someone from a marginalized identity. Their pay bumps, promotions, and leadership presence weren’t just professional milestones — they were acts of reclamation, belonging, and generational possibility.

We’re taught to believe power lives outside us — in titles, promotions, or someone else’s approval. But the truth is, personal power never left us.

Through feminist coaching and neuroscience, we can reclaim the authority that’s been conditioned out of us. Power lives in how we breathe before we speak, how we choose rest over overwork, and how we decide we belong without waiting for permission.

Power isn’t something you earn.
It’s something you remember.

I read Women Don’t Ask … it changed my life. I realized when I was growing up in South Korea, it was common for women to haggle and bargain, so the concept of negotiating was natural. But in America, I saw most women were not comfortable negotiating for themselves.

That realization lit a fire in me. I thought, maybe it’s not about “fixing” women — maybe it’s about practicing what we were never taught to do out loud.

Attribution matters because it shapes whether we judge or connect.

When we remember that people are influenced by larger systems—not just personal qualities—we move from frustration to curiosity, from contempt to compassion.

Where did you come from before you were born? Where do you go after you're dead?

And what's something you want to do so that, on your deathbed, you can say, "I lived a life with no regrets"?

You want to expand your career, maybe even pivot into something different and bigger — but the thought of networking events, office politics, or chasing superficial connections makes your skin crawl.

This playbook is for you: the ambitious but introverted professional who has valuable knowledge to share, wants to keep growing, and refuses to play the schmoozy, transactional game.

Women are gaslit in the boardroom the same way we're gaslit in the doctor's office. In both medicine and management, male norms — including male bodies, male behaviors, and male baselines — form the default standard. So what can you do?

You grow your career one conversation at a time — not by being some superhuman “Business Barbie” who never messes up and wears a tight plastic grin that doesn’t scare the bros.

The day I found out I was underpaid from reading an industry newsletter with salary benchmarks, it dawned on me like a gut punch: 

I DIDN’T KNOW HOW TO ADVOCATE FOR MYSELF.

You’re allowed to feel both proud and petrified. Brave and unsure.

You don’t have to resolve that tension. You get to be real inside it. That’s one of the most honest, human things you can do.

She reached out for coaching because, in her words, she didn't want to make the mistake of being "too blunt, too forward, too much" in her negotiation-- a critique she's heard more often than she'd care to count over her decades-long career. So here are four things we worked on in coaching.

Explore new 2025 sliding scale coaching rates designed to make executive coaching more accessible, inclusive, and aligned with real-life finances.

Ask a bright, ambitious manager how they’d know they have executive presence — and you might hear something that sounds more like a hostage situation than leadership.

What if you don’t have to figure out office politics the hard way?

What if handling frustrating work situations didn’t require Machiavellian maneuvers—or pretending everything’s fine?

Here’s a simple guide to walk you through your options.

On a cold February night in 2008, I ran away from the South Slope apartment I'd been sharing with my husband like my life depended on it. In a full-blown panic, I ran down 4th Avenue shrieking, "JUST GO AWAY!" to the man I'd shared a life with for the last three years.

As an executive coach I work for the 1% -- but not the ones hoarding wealth. The 1% I work with are stockpiling something even more powerful, even more in short supply these days: Courage, vision, and the guts to rewrite the rules. 

As with so many hard-working, conscientious professionals I've had the privilege of working with, the real challenge wasn’t the logistics of securing multiple offers. It was socialized guilt. Guilt is a learned emotion. It got ingrained in us by authority figures who wanted us to be—let’s be blunt—easily controllable.

The odds are stacked against employees, especially women and minorities. Macroeconomics, mismanagement, layoffs, discrimination—forces beyond your control determine your fate.
So why bother?
Why fight for a promotion?

Armed with confidence-boosting tools, my client aced the technical and behavioral interviews. When it became clear an offer was on the table, she reached out to me: "How should I negotiate this?" Here's how we approached it with three key steps…

A client recently came to a session with an anxiety level of ten out of ten. By the time she arrived at our coaching session, she had already spent an hour talking to a therapist about the accident. Yet, she still felt like she was, in her words, “surviving but not thriving.”

"Let’s address that anxiety," I said.