ABOUT TRACY
The ambulance is the part people remember.
What came after is the part that made me a coach.
Korn Ferry 360 Certified
I left Emergency Medical Services field work for management, and management eventually led me into leadership development — first as a consultant, then inside institutions large enough to do it properly. I directed leadership and organizational development at Vanderbilt University Medical Center and later ran learning and leadership development at CommonSpirit / Dignity Health, one of the largest nonprofit health systems in the country.
Which means I spent a good portion of my career building the exact thing I now tell people doesn't work.
I designed the curricula. I ran the offsites. I watched smart, motivated leaders walk out of two-day programs genuinely lit up — and I watched most of them return to the same patterns within six weeks. The content wasn't bad. The facilitation wasn't bad. Something underneath it simply hadn't moved, and no amount of better material was going to reach it.
That's the observation my whole practice is built on. Not a theory I picked up somewhere. A conclusion I arrived at slowly, by being on the wrong side of it for years.
What I do differently now
Every engagement starts with evidence rather than impression. Usually that's the Korn Ferry 360 — a validated multi-rater assessment I'm certified to administer and debrief — though for some engagements the Leadership Challenge LPI 360 is the better instrument. Either way, we begin with precise data on how you're actually experienced, not how you assume you are.
Then the work goes where the assessment can't. A report tells you what to change; it has nothing to say about why you haven't already. So we look at the mindset that determines whether feedback lands as fuel or as threat, and then — when a leader keeps hitting the same wall despite genuine insight and effort — at the hidden structure underneath the behavior. The competing commitment that's been quietly protecting something. That layer is where the durable change lives, and it's the one most coaching never reaches.
All of it happens through your real work. There's no curriculum to march through. The material is whatever is in front of you on the day we talk.
Who this works for
Leaders who are already in the seat and already uncomfortable. People who can feel the ceiling and would rather examine it than explain it.
It works less well for leaders who assign development to their teams while privately exempting themselves. I've tried; I'm not good at it. If you're not willing to turn the work on yourself first, I'd rather tell you that early than take your budget.
What I do differently now
I've worked with leaders at:
T-Mobile, Vanderbilt University and Medical Center, Lilly, Pharmavite, OneAmerica, Marvell, CommonSpirit / Dignity Health and more.
Tracy's guidance was "velvet glove over an iron fist" — active listening, insightful questioning, but always ending with: "OK, what are you going to do about it?" The focus of our engagement was improving my visibility and increasing recognition of my impact with senior executives. His coaching was not only how to think about an issue, but what action to take.
Tom George
Principal, Gomo Consulting | MBA
Sponsoring someone on your team?
Most of my engagements are sponsored, not self-initiated: an HR director or GM brings me in for a leader on their team. That's a different relationship, with different rules around confidentiality and reporting. Before anything starts, we agree on what gets reported back and what stays confidential. You'll know if something needs your attention. You won't get a transcript. See how I handle the rest.
Where I am
I live in Crete, Greece and work with clients around the world. I take a deliberately limited number of engagements at a time — enough to stay sharp, not so many that the work gets thin. Depth over volume, and I mean it as a practice rather than a positioning statement.
I've spent 20+ years at this and coached more than 600 leaders one-on-one. I have worked with leaders at T-Mobile USA, Vanderbilt University Medical Center, Lilly, Pharmavite, OneAmerica, Marvell, and CommonSpirit / Dignity Health, across healthcare, pharma, financial services, technology, manufacturing, aviation, and higher education.
Credentials
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M.A., Organizational Development — Antioch University Seattle
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Certified Coach — Academy of Leadership Coaching & NLP
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Korn Ferry 360 Certified — Korn Ferry International
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Certified Facilitator — The Leadership Challenge Workshop® (Leadership Practices Inventory 360)
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Certified Facilitator — The 4 Stages of Psychological Safety™
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Accredited Facilitator — The Five Behaviors of a Cohesive Team™
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Certified Everything DiSC® Workplace Facilitator
Let's find out if this is a fit
Thirty minutes. I'll ask enough questions to understand your situation and tell you honestly whether I can help. If I can't, I'll say so and point you somewhere better.