Executive coaching and leadership consulting
Leadership development is workforce strategy.
I’m an executive coach and leadership consultant for community health center, hospital, and health system leaders. I work with organizations when the bench is thin and the person they just promoted is on her own.
ICF Associate Certified Coach
Leadership Circle Profile Certified Practitioner
Brown University and ACT Leadership Coaching Certification
Certified Professional in Training Management
Build the bench before you need it.
An electrician needs 8,000 supervised hours before she can work alone. A new hospital director gets a badge and a Monday.
- A senior leader is leaving, or just left.
- Someone capable stepped into a bigger role and is figuring it out alone.
- The senior team meets for updates and rarely for decisions.
- Too much of the organization runs through one person.
Wildbrush is transition to practice for leaders.
One strategic lens.
Three ways in.
Every engagement starts with the same question: what will your workforce need from its leaders over the next three years?
Bench-Building Partnership
A thought partnership for organizations with transitions coming and no one on staff to plan for them. We map the bench, plan ahead of the vacancies you can see, and develop leaders before the role opens. It can be a short project, a standing partnership, or a fractional workforce leader working alongside your senior team. The Leadership Circle Profile gives everyone a shared read on how your leaders lead.
Executive Coaching for Leaders
Coaching for leaders, whether in first-year support (where coaching should be mandatory, and rarely is) or in ongoing executive support. Sponsored by the organization and built around the decisions on their desk.
Senior Team Development
Team coaching for a leadership team absorbing change. Real decisions on the table, structured conversation, and a team that meets on purpose.
Twenty years on the healthcare side of the table.
I spent two decades in healthcare workforce development, most recently as Director of Workforce and Training, then Director of People and Organizational Development, at the Montana Primary Care Association. So I treat leadership development the way a workforce planner would: as strategy, with a timeline.
“Strategic thinking combined with human-centered growth is an accurate description. I have no doubt that Anna will continue to create positive change in leaders and their teams through this work.”
What leadership transition is your organization already carrying?
Leading an association? I build leadership cohorts across your members. Ask about it.