Greater Washington, D.C. Area
Partner and Chief Operating Officer
Amanda is an energetic, engaging leadership coach and business strategist who specializes in helping leaders synthesize their ideas into cohesive action plans, find a greater sense of clarity and direction to guide their decision making, and navigate moments of transition and change.
Amanda is passionate about working with executives and helping them:
An intuitive, holistic, big picture thinker and skilled listener, Amanda not only coaches to the person but the person in the role and excels at helping leaders become comfortable with the uncomfortable, focus on personal and professional growth, and evaluate new opportunities. As Director of Business Operations at AO, she also collaborates on strategy and takes the lead on business planning and coordination, external communications, marketing and branding, financial operations, implementation and more.
“Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. . . And as we let our own light shine, we unconsciously give other people permission to do the same. As we’re liberated from our own fear, our presence automatically liberates others.” This quote by Marianne Williamson reminds me of the significance of being authentic, courageous, and open-hearted; and the power of creating magnificence in life. As a mother, friend, and coach, I appreciate this virtuous cycle—when you step forward and embrace your potential, it invites those watching to do the same.
A tour of Mahatma Gandhi’s memorial in Delhi, India and being mistaken for Pam Dawber of “Mork & Mindy” while a group of onlookers and autograph seekers gathered.
Embrace the opportunity to grow your brand and reputation as a company that truly invests in helping employees grow their capabilities – even and especially during an employee off boarding experience. When viewed through the development lens, this is a valuable opportunity for employers to learn and improve organizational and people development practices, build brand ambassadors, and enable departing employees to reflect on gains in skills and capabilities.
“Build it so they will want to come, flourish, and stay, knowing that someday they may leave.
Thus, it is imperative to define what you want them to say about their growth experience with your organization and what you want the outside world to say about how you invest in and contribute capable people to society.”
-Ed Offterdinger & Catherine Allen
Conscious, Capable, and Ready to Contribute. (p. 173)
Integrate practices, principles, and tools to better evaluate a candidate’s orientation to continuous learning and development as a factor in their overall fit for a position. This provides:
