I didn’t start as a coach. I started on factory floors and in conference rooms, responsible for revenue, margins, teams, and results.
Over 16 years at Federal Signal Corporation, I held progressive leadership roles across product management, sales, marketing, and general management. As VP & General Manager, I led a $42M+ business through restructuring, international expansion, and new market development—growing operating income 50% during a downturn while expanding international revenue from 7% to 20%.
I’ve launched product lines, integrated acquisitions, built sales pipelines, won major contracts, and led cross-functional teams through change that people resisted. I know what it’s like to be accountable when things aren’t working and when the path forward isn’t clear.
In 2014, I founded Industrial Solutions to bring that executive experience to multiple organizations as a fractional COO, integrator, and strategic advisor. Over the past decade, I’ve worked across manufacturing, healthcare, security, construction, distribution, entertainment, and non-profit sectors—helping CEOs scale operations, strengthen execution, build teams, and drive growth.
Why Research Matters
Several years ago, I noticed a pattern: some leaders successfully navigated organizational change while others struggled—even with similar strategies and resources. The difference wasn’t in their plans. It was in their behavior. What they said, how they showed up, whether they modeled the change they were asking others to make.
That observation led me to Liberty University’s Doctorate in Strategic Leadership program, where my research focuses on how leadership behavior influences employee resistance to change and drives organizational performance.
I’m not interested in academic theory divorced from practice. I’m interested in what actually works when you’re responsible for results. The research sharpens my coaching because it helps me see patterns across contexts and articulate what I’d learned intuitively through decades of leadership.
How I Work
Solo Practice, Collaborative Network Elevating Excellence is my practice. When you work with me, you work with me—not a junior associate or rotating cast of consultants. That said, I maintain relationships with specialists in training, strategic planning, organizational development, and specific technical domains. When an engagement would benefit from additional expertise, I bring in people I trust and have worked with successfully. But I remain your primary point of contact and accountable for the work.
Frameworks I Use (But Don’t Worship) I’m certified in the Entrepreneurial Operating System (EOS) and have served as Integrator for multiple organizations. I incorporate insights from Patrick Lencioni’s work on teams and organizational health, Gary Chapman’s Appreciation at Work, and various decision-making and change management frameworks.
But I don’t treat any methodology as gospel. The question is always: What will work for this leader, in this organization, with these challenges? Sometimes that’s EOS. Sometimes it’s a hybrid approach. Sometimes it’s something custom-built for the situation.
Who I Work Best With My clients are typically: – Senior leaders in established B2B or B2G organizations (VPs, COOs, GMs, Division Presidents) – Manufacturing executives navigating operational change, market shifts, or growth challenges – Sales and marketing leaders accountable for revenue in complex, competitive environments – CEOs and business owners who need fractional executive capacity or strategic advisory support
The common thread: leaders who are accountable for significant outcomes and want to lead more deliberately, make better decisions under pressure, and build teams that execute without constant intervention.
What Makes This Different Most executive coaching is either too tactical (just another productivity system) or too conceptual (endless self-reflection without practical application). My approach sits in the middle: helping you see your own patterns, then strengthening the behaviors that actually drive performance.
This means: – Focusing on what you do and say, not just what you think or feel – Building decision-making frameworks that work under pressure, not just in calm moments – Creating accountability structures that feel like clarity, not bureaucracy – Developing change leadership capability through visible, consistent behavior
It’s coaching informed by decades of line leadership and sharpened by research into what actually works. Practical, grounded, and focused on results.
