SUE TWIT, MA, PCC
Sue Twit is President of High Road Coaching & Consulting. Sue launched High Road in 2012 after a successful career with a global consulting firm. Sue’s independent practice is focused on her passion – coaching leaders and the teams surrounding the leader to productive and fulfilling success.
Coaching and Consulting Experience
Prior to launching High Road Coaching & Consulting, Sue was employed for 17 ½ years by Right Management. While with Right, Sue coached and consulted in national and international companies from diverse industries including healthcare, financial services, insurance, manufacturing, technology, agriculture, academia, utilities and entertainment.
Sue has coached top leaders – CEO, CFO, CIO, Chief Nursing Officer, Medical Director - and emerging top talent. She has worked with leaders’ teams, assessing and coaching for development.
Additional Business/Organizational Leadership Experience
After working as a Registered Nurse, and prior to her career with Right Management, Sue ran her own consulting firm; developing, marketing and presenting wellness and management topics in a variety of venues from workshops to conference keynotes. Before forming her own company, Sue held a leadership position in a nutrition and fitness information company.
Sue’s original career was as a Registered Nurse. She has earned a Bachelor of Science in Business and a Masters in Management from Bellevue University.
Coaching Value Proposition
My mission is to assist my clients and their teams in achieving maximum professional and personal success and satisfaction as they contribute to the success of their organization.
I believe skills in listening, questioning, challenging and delivering hard messages with compassion are as important to a successful coach as an understanding of sound business strategy, organizational dynamics and performance management.
For those who want to lead, Leadership Coaching facilitates accelerated growth. Based on data from assessments and interviews, strengths to leverage and liabilities to manage are identified. Depending on competencies most needed in current and future roles, development plans are created and monitored. Change is supported and measured so the individual (and teams) can quantify success.
Two things I say to all my clients are:
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