Executive Coaching
Most executive coaches only ever meet you in the room.
I don't. Part of how I coach is staying connected to what's actually happening around the leader I'm working with — with full confidentiality on both sides — so what we work on together is grounded in reality, not just what reaches your desk.
Book a Discovery CallWho this is for
Two paths into this, and both are common.
Path 1 · Leader-sponsored
You know it matters enough to invest in.
Most often, you — CEO, CHRO, Head of People, or CPO — sponsor coaching for a leader in your organization who needs support through a critical moment. Often that's your CIO or CTO, navigating the technical and organizational complexity of an AI or digital transformation. Sometimes it's a rising leader stepping into a bigger seat. You're the one who knows this matters enough to invest in; I'm the one who works directly with them.
Path 2 · Self-selected
You choose it for your own development.
The other path: a senior leader — sometimes you — chooses coaching for their own development, not because anyone assigned it. That's real too, and it's a different kind of engagement (see Strategic Thought Partner, below).
Five use cases
Most coaching here starts one of two ways.
A leader identifies someone on their team who'd benefit — which is far more often an investment than a correction — or the person being coached brings the question themselves. Which one it is shapes the engagement from day one.
Develop High-Potential Leaders
A leader investing in someone they see a bigger future for. Strategic thinking, executive presence, P&L readiness.
Support Critical Role Transitions
New roles, stretch assignments, post-acquisition landings. Clarify expectations, adapt style fast.
Address Derailing Behaviors
Usually for a high performer whose behavior is getting in the way. Structured coaching with 360 feedback creates room for a direct, civil conversation about what needs to change — occasionally with real stakes attached if it doesn't.
Improve Leadership Impact
Sometimes a leader investing further in someone already strong. Sometimes an executive choosing coaching for their own continued growth and self-selecting what to work on.
Strategic Thought Partner
Not something a boss assigns or names. A confidential sounding board for a leader's own strategic thinking, with no stake in the outcome — and, unlike the rest of this page, no organizational access beyond that one relationship.
CLIMB — Five Dimensions
Name what's actually needed right now.
Instead of a fixed program, CLIMB lets you and your leader name what's actually needed right now.
Clarity
Vision, role & expectations.
Leadership
Capability & mindset.
Interaction
Communication & trust.
Momentum
Execution & accountability.
Behavior
Sustainable change.
"I would strongly recommend working with Shad. Shad has strong interpersonal skills and a coaching approach that is effective, comfortable and non-judgmental. His pre-coach background in large scale change management and transformation facilitates his understanding of key leadership issues in complex situations, and provided him with the context needed to truly understand the challenges of mid to senior executives. I enjoyed my time with him and believe it contributed significantly to my confidence and comfort making the right career and life decisions."
— Patti P., Executive Partner, Gartner
Pricing & packages
Starting ranges.
| Package | Duration | Range |
|---|---|---|
| Coaching Sprint | 3 months | $15,000–20,000 |
| Coaching Arc | 6 months | $25,000–35,000 |
| Retained Coaching | Ongoing, monthly | $3,500–5,000/mo |
These are starting ranges — final scope and pricing are set together during your discovery call.
Let's talk about where you are — and where you need to be.
A 30-minute discovery call. No pressure, just a conversation.
Book a Discovery Call