Commitment to diverse perspectives and individual experiences. 

Each person comes to coaching with unique strengths, values, challenges, and intersectional identities. There are no one-size fits all answers. Coaching is not teaching, advice-giving, or mentoring—instead, I specialize in creating a space and structure that allows you to make your own discoveries that are individualized and meaningful to you.

We all have different experiences based on our intersectional identities. I bring my own identities and lived experiences to my work: I am a millennial, white, heterosexual, cis-gender woman. I’m able-bodied, average body sized, and an English-speaking US Citizen. I am first generation college educated. I’m also neurodivergent, a mom, and a small business owner. All of these identities inform who I am; some are upheld as the “norm” of the dominant culture, while some position me closer to the margins. I am committed to reflecting on where I hold proximity to power through my identities, and how that shapes how I show up as a coach and facilitator. 

Penney Leadership welcomes clients who embody all dimensions of difference: race, gender identity and expression, sexuality, religion, age, class, nationality, disability, parental status, veteran status, citizenship status, education, size, and more.

As your coach, I recognize that your lived experiences are different from my own and from the other leaders I work with. Our identities and the unique relationships we have with them give us each a unique set of insights, expertise, and knowledge. They also mean that we perceive and are perceived by the world differently.

I am committed to curiosity—continually seeking to understand the evolving perspectives and language related to power, privilege, and how our identities impact our experiences at work, as well as learning about what it means to move through the world with identities I do not myself embody. That includes reading books and articles, listening to podcasts, professional development workshops, and connecting with colleagues and thought leaders that expand and challenge my approach.

I am always open to feedback on how I can make my offerings more inclusive and welcoming to all. I’m committed to staying humble, correcting my mistakes, and holding myself accountable as I continue learning. I continually strive to build my toolkit of resources that will serve the wide variety of leaders I work with—even if that means referring them to another coach who can better understand their identities and needs. If you have any thoughts or resources you want to share on this topic, please contact me here.