I followed what I actually loved: the people, not the board.
A coach who grew up on Montana ground, thinks in systems, and believes the lasting kind of change is slow.
About Erin
I started as an agile coach. I loved the work itself: breaking work down, moving it to done, picking up the next important piece. Part of what I loved most was prioritization, helping teams see how their work tied back to an organization's strategy. There's a clean satisfaction in that, and it still serves me.
I hold a postgraduate diploma in organizational leadership from the Saïd Business School at the University of Oxford, with distinction. My research there focused on using Clean Language in trust-depleted systems, and it's still the credential that shapes how I think about this work. I was always good at the practices of how people and systems deal with change, but this year of study helped me to better understand the why. In my work, both are needed.
Somewhere in those rooms with teams, I noticed what I actually loved was the people. Not the board, the people standing in front of it. So I followed that, first through co-active coaching, then ORSC (Organizational, Relationship & Systems Coaching). That's when the work started to land differently: bigger, slower, more lasting. Now I bring in somatic awareness and Clean Language alongside the agile bones that never left me. I still think in terms of ready and done. I still believe in transparency. I just hold a wider view of what's actually moving.
I work with coaches, organizational leaders, and teams navigating the messy middle of real change.
I'm not finished learning how to do this well. I don't expect to be.
Real change is long. It's a nudge from alongside, not a shove from in front.
Most people think systemic change is a switch: stop doing one thing, start doing another. Buy the framework, install it, done.
It isn't that, in my experience.
I once watched one of my dogs, a young Maremma, come up next to our old lab: arthritic, half-blind, struggling in the dark. The Maremma didn't bump her or rush her. She just stayed close, steady, and walked the old girl back toward the door at her own pace.
That's closer to what this work actually looks like. Yes, I teach new skills: feedback, alignment, navigating change. But even that is a nudge, not an about-face. Systemic change asks for more patience than people plan for: the system patient with itself, leadership patient with the system, me patient with whatever is actually happening in the room.
Slow change is the kind that holds.
The credentials, for those who want them.
More than a decade partnering with universities, organizations, executive teams, and boards through cultural and systemic transformations, team restructures, and executive reboots.
- Saïd Business School, Oxford: Postgraduate Diploma in Organizational Leadership, with distinction
- ORSC-C: Organizational, Relationship & Systems Coach
- CPCC: Certified Professional Co-Active Coach
- ICE-AC: Expert Agile Coach
- ICF-PCC: Professional Certified Coach
- Mentor Coach: ICF
- EMCC-ESIA / EIA: Diploma in Team Coaching Supervision
- ACTC: ICF Advanced Certification in Team Coaching
- Faculty: CRR Global
- Leadership Circle Profile: certified assessments
- Advanced training: embodied leadership, facilitation, mediation & conflict management
I don't want to use the term life-changing, though it was.– Dr. Jenna Yentes, Texas A&M University
Let's find out if this is the right fit.
The best way to know is a real conversation. Book a free consult and we'll talk about what's actually moving for you.