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Katherine Gilliland, PCC

Katherine Gilliland, PCC

About Katherine

Katherine believes in the power of possibility. Drawing on her consulting background, Katherine focuses on improving business performance through harnessing individuals’ potential. She believes that increasing self-awareness, removing barriers and providing targeted support helps people be – and achieve – their best. She helps her clients find their own leadership voice and increase their positive influence. Inspired by her clients’ journeys, Katherine draws upon her experience and presence to bring a playful and honest challenge to shake up the status quo.


Katherine started her career with Accenture (then Andersen Consulting) first as a computer programmer and then as a Change Management consultant; she continued her Change Management consulting with The Structure Group. In these roles, she worked for a variety of clients in several industries, integrating strategic and technology-driven change. She left management consulting to join a family-owned wholesale wine distributor to establish their HR department. In that role, she oversaw all traditional HR roles and established employee engagement and executive communication processes. After seeking business coach training, she joined Tilt 365 to certify practitioners in Tilt 365 tools, conduct Tilt 365 workshops, and coach using the Tilt 365 suite of tools. Her coaching clients have been primarily in the technology and non-profilt sectors.


Katherine graduated Phi Beta Kappa from the University of North Carolina – Chapel Hill with a double major in English and Psychology.

Katherine is an International Coach Federation, Associate Certified Coach. She received her initial business coaching certification from North Carolina State University and has enhanced her coaching acumen through the Generative Wholeness work of inviteCHANGE. Katherine is a certified Tilt 365 practitioner, coach and facilitator.


  • A Senior Director was at a crossroads in his technology career, feeling the need to either be promoted or leave the organization. After discerning he thrived as an individual contributor, he set up a succession plan and is now thrilled to be consulting in a way he feels valued. His previous department is thriving under the new leadership he helped establish – a true Win-Win-Win solution for himself, the company and his successor.
  • A New Principal of a public elementary school wanted to build confidence and his personal leadership voice. Coaching continues with a shift in focus to culture change at the school.
  • A Senior Manager was perceived as overly aggressive, impeding her ability to have positive influence on others in her organization. After increasing her self-awareness, exploring her limiting beliefs about women leaders in technology, and shifting her behavior, she is now thriving.