Executive Career Coaching

My executive coach was nothing like I thought he (!) would be. Before I was SEIA’s CEO, I never had a coach. When I moved into this position, I decided that a coach would be a good idea to help me grow into this role. Before we started, I thought I knew what she would teach me. We would cover how to position myself at the table for power and how loudly to use my voice so I could get people scurrying. And, of course, it would be a woman. None of that happened. I met Daniel Sheres, who became my executive coach after a friend recommended him. I was drawn to his energy and his lack of corporate speak. He taught me about people. He shared research about people’s willingness or unwillingness to change. He shared that people don’t follow leaders as much as they follow ideas. Loyalty to a vision is much stronger than loyalty to a person, and strong leaders know this and create a shared vision that inspires and motivates. He changed how I communicate. He impacted my career immensely by challenging me to reframe my role to focus on creating a vision and building consensus and excitement for that vision. It has altered how I try to affect change at Solar Energy Industries Association and, ultimately, the solar and energy storage industry. He’s also been so much more for me than a coach. He’s become a fantastic friend as well. The kind that gives you honest advice. If you’re considering a coach, ask yourself what you are looking for and where you need to grow. What has your experience with an executive coach taught you?

After 20+ Years Coaching High Performers, I've Discovered One Universal Truth The executives who achieve extraordinary results aren't the most intelligent people in the room. They're not the most strategic. They're not even the most talented. They're the ones who take action while everyone else is still planning. Over the course of two decades, coaching Fortune 500 leaders, startup founders, and high-performing professionals, I've witnessed the pattern of analysis paralysis repeat itself hundreds of times. The leaders I coach who consistently break through barriers share one trait ➤ they have a bias toward action. While their peers debate, they decide. While others research, they test. While competitors plan, they execute. 🔹Here's what separates action-takers from overthinkers: Action-takers understand that clarity comes through engagement, not contemplation. They know that market feedback trumps market research. They've learned that imperfect execution often beats perfect planning. 🔹Here are 10 simple ways you can start taking more action today: → Set a 24-hour decision deadline for any choice you've been pondering → Make one important phone call you've been avoiding → Send that email you've been drafting in your head → Schedule the meeting instead of waiting for the "right time" → Start the project with whatever resources you have now → Have the difficult conversation you've been postponing → Apply for the opportunity before you feel "ready" → Test your idea with real customers, not focus groups → Delegate the task you've been micromanaging → Say yes to the challenge that makes you uncomfortable Your career isn't built on the decisions you make perfectly. It's built on the decisions you make quickly and then improve through action. Stop waiting for permission. Stop seeking perfection. Start moving. Coaching can help; let's chat. What's one action you could take in the next 24 hours that would move your most important goal forward? -- Enjoy this? ♻️ Repost it to your network and follow Joshua Miller for more tips on leadership, coaching, career + mindset. #leadership #executivecoaching #motivation #mindset #coachingtips

🔄 Life After the C-Suite: Why Every Executive Needs a Transition Coach Stepping away from an executive role — whether by choice, succession, or circumstance — is one of the most pivotal transitions in a leader’s career. But what comes next isn’t always clear According to Russell Reynolds Associates, the most successful transitions aren’t solo journeys. They’re supported by coaches or mentors who help leaders reframe their identity, clarify their purpose, & unlock new possibilities Here’s what pioneering executives are doing: 1. Engaging coaches or mentors to explore what impact looks like beyond the boardroom 2. Using coaching or mentoring to shift from “What’s my next title?” to “What’s my next chapter?” 3. Building clarity around legacy, influence, & personal reinvention 💡 The data is compelling: leaders who work with coaches or mentors report greater confidence, sharper decision-making, & more meaningful post-executive careers But transition coaching isn’t just about career strategy. It’s also about navigating the emotional terrain of transition — the loss of status, the shift in routine, & the challenge of rediscovering relevance A great transition coach doesn’t always give you the answers. They ask better questions. They help you see blind spots, challenge assumptions, & reconnect with what ultimately drives you Whether you're retiring, pivoting, launching a portfolio career, or stepping into advisory work — transition coaching can turn uncertainty into opportunity And for boards & leadership teams: supporting outgoing executives with transition coaching isn’t just generous — it’s strategic. It protects reputation, preserves relationships, & ensures continuity 📣 If you’re approaching a career transition, ask yourself: 1. Who’s helping you think beyond the role? 2. What does success look like on your terms? 3. Are you ready to lead your next chapter with clear intent & purpose? 📣 But don't take my word for it. Take it from a recent client of mine. A Vice President Europe in a technology company who was supported by me. She now runs a successful advisory practice to organisations in the same sector She described our coaching as follows: 💬 "Navid’s executive transition coaching not only contributed to my success, but it also provided a safe space to reflect, explore & catalyse key communications ahead of crucial conversations. I am grateful for having worked with him."

Research consistently shows that high-performers leave organizations quickly when they don't see clear development opportunities. In other words, your high-potential employees are watching—and they're making decisions about their future. Some good news? Executive coaching can change this equation. Traditional development programs teach skills. Coaching develops the person. While workshops cover leadership theories, coaching addresses the real-time challenges your rising stars face: navigating politics, building influence, making tough decisions under pressure. The acceleration happens in three key areas: ▪️ Self-awareness at scale. High-potentials often excel technically but struggle with emotional intelligence. Coaching creates the space for honest self-reflection they rarely get elsewhere. ▪️ Strategic thinking development. Moving from tactical execution to strategic leadership requires a fundamental shift in perspective. Coaching bridges this gap faster than classroom learning. ▪️ Confidence in complexity. Even your best people doubt themselves when facing new challenges. Coaching builds the internal resilience needed for bigger roles. The business impact is measurable: Organizations using executive coaching for high-potential development see faster promotion rates and stronger internal advancement. The retention impact is even stronger. These employees stay longer and become your strongest internal advocates. ➡️ TLDR? Executive Coaching = Yay!

How do you stay ahead in a time of constant change? What does it take to lead successfully when today's strategies might not fit tomorrow's challenges? Consider this: we're navigating a corporate terrain that transforms faster than the seasons. In this ever-evolving landscape, leaders aren't just expected to keep pace; they're called to be visionaries, charting the course for future triumphs. This is the realm where executive coaching shines brightly, offering invaluable guidance for leaders tackling everything from complex acquisitions to monumental growth. But what makes executive coaching essential in our current era? Let's delve into the facts. A study by the International Coaching Federation (ICF) reveals a striking truth: organizations engaging in executive coaching report a median return on investment of 700%. This impressive statistic highlights the profound impact coaching can have on leadership effectiveness and overall organizational success. Moreover, the Harvard Business Review notes that 71% of individuals receiving coaching see enhanced work performance, better relationships, and more effective communication skills. In a world where adaptability and lifelong learning are crucial, these findings showcase how coaching not only helps leaders adjust to change but also be the driving force behind it. The beauty of executive coaching lies in its adaptability to various learning styles. Unlike traditional leadership development, which often adopts a one-size-fits-all approach, executive coaching provides a personalized journey. It blends mentorship, experiential learning, and self-driven growth, ensuring that leaders can sharpen skills and knowledge that directly address their unique challenges and objectives. Perhaps the most profound effect of executive coaching is its impact on personal empowerment and ownership. Research by PriceWaterhouseCoopers and the Association Resource Centre Inc. found that 86% of companies believe executive coaching is worth the investment, largely due to its potential for personal development and growth. Through coaching, leaders undergo a transformation – they learn to reflect, push boundaries, and take charge of their role in sculpting the future. In our fast-paced society, a new kind of leader is emerging – one who is agile, perceptive, and adept at turning obstacles into opportunities. Executive coaching isn't just a luxury; it's an essential tool for any organization aiming to cultivate these trailblazing leaders of today and tomorrow. Investing in the growth and development of leaders through coaching isn't just about preparing for the future. It's about actively creating it.

In the relentless pursuit of success, entrepreneurs and executives often find themselves navigating the rough seas of business alone. But here's a compelling truth: every visionary leader can benefit immensely from the wisdom of a coach. This isn't just about having a mentor; it's about gaining an ally who can reflect on your past to illuminate your future. Consider this: a study by the International Coaching Federation revealed that 70% of individuals who received coaching benefited from improved work performance, relationships, and more effective communication skills. Moreover, as per a survey by the Harvard Business Review, coaching clients noted a median return on investment of 3.44 times the cost of coaching. These figures aren't just impressive; they're a testament to the transformative power of coaching. In the entrepreneurial journey, obstacles are frequent and the pressure to perform is high. A coach serves as a beacon of knowledge and experience, offering insights that are often invisible from the helm of the ship. They provide a unique vantage point, akin to looking in the rearview mirror, to not only reflect on past actions but also to anticipate future challenges. For executives, a coach does more than guide; they challenge and expand the leader's thinking. Through this partnership, leaders learn to navigate complexities with a newfound clarity and confidence, significantly enhancing their leadership capabilities. This growth often translates into tangible organizational benefits. A study by the Center for Leadership Development and Research at Stanford Graduate School of Business found that nearly two-thirds of CEOs do not receive outside leadership advice, yet nearly 100% of them expressed the desire for such advice. The implication is clear: there's an unmet need for coaching at the highest levels. In summary, coaching is not a luxury but a necessity for those at the forefront of business innovation and leadership. It's an investment that pays dividends in personal growth, enhanced leadership skills, and ultimately, in the bottom line of their businesses. As you sail through the challenging waters of entrepreneurship and executive leadership, remember that a coach is more than a guide; they are the catalyst that can propel you to unprecedented heights of success and fulfillment.

After leading hundreds of executive promotion discussions, here's what I've learned: the gap between being 𝘳𝘦𝘴𝘱𝘦𝘤𝘵𝘦𝘥 and being 𝘱𝘳𝘰𝘮𝘰𝘵𝘦𝘥 comes down to specific behaviors that high-performers don't see coming. 𝗦𝗲𝘃𝗲𝗻 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗰𝗮𝗿𝗲𝗲𝗿 𝗱𝗲𝗿𝗮𝗶𝗹𝗲𝗿𝘀: 1️⃣ 𝗬𝗼𝘂 𝘀𝗽𝗲𝗮𝗸 𝗶𝗻 𝗼𝗻𝗲-𝗼𝗳𝗳 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀, 𝗻𝗼𝘁 𝘀𝗰𝗮𝗹𝗮𝗯𝗹𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 You're brilliant at solving today's problem. But can you build a system that solves it 50 more times without you in the room? Executives get promoted for creating frameworks that scale, not heroic one-time saves. 2️⃣ 𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝗳𝗶𝗻𝗴𝗲𝗿𝗽𝗿𝗶𝗻𝘁𝘀 𝗼𝗻 𝗲𝘃𝗲𝗿𝘆 𝘄𝗶𝗻 A Chief Revenue Officer candidate I coached kept saying "I closed that deal, I built that territory, I designed that comp plan." The promotion went to someone who said "Our team exceeded targets by 40% this quarter." Same results. Different posture. The insecurity disguised as ownership cost him the role. 3️⃣ 𝗬𝗼𝘂 𝗺𝗮𝗻𝗮𝗴𝗲 𝘂𝗽 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝘆𝗼𝘂 𝗺𝗮𝗻𝗮𝗴𝗲 𝗮𝗰𝗿𝗼𝘀𝘀 Your boss loves you. Your peers find you... 𝘪𝘯𝘵𝘦𝘯𝘴𝘦. You optimize for approval above while creating friction at your level. Executive presence means being as compelling to equals as you are to superiors. 4️⃣ 𝗬𝗼𝘂𝗿 𝗰𝗮𝗹𝗲𝗻𝗱𝗮𝗿 𝗶𝘀 𝟵𝟬% 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 While you're perfecting quarterly business reviews, future executives are building ecosystem capital. They're on industry councils, speaking at client events, shaping regulatory conversations. Internal excellence is baseline. External influence is the differentiator. 5️⃣ 𝗬𝗼𝘂 𝗰𝗼𝗻𝗳𝘂𝘀𝗲 𝗯𝘂𝘀𝘆 𝘄𝗶𝘁𝗵 𝗶𝗺𝗽𝗮𝗰𝘁𝗳𝘂𝗹 Your calendar is booked solid with "strategic" meetings. Meanwhile, the person who got your promotion blocks two hours every Friday to think about what the business needs in 18 months that nobody's working on yet. 6️⃣ 𝗬𝗼𝘂 𝗱𝗲𝗹𝗲𝗴𝗮𝘁𝗲 𝘁𝗮𝘀𝗸𝘀, 𝗻𝗼𝘁 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 "Get me the analysis and we'll decide together." That's manager-speak. Executive-speak is "Here's the decision framework. You own the call within these parameters. Update me on the outcome." 7️⃣ 𝗬𝗼𝘂 𝗼𝗽𝘁𝗶𝗺𝗶𝘇𝗲 𝗳𝗼𝗿 𝗯𝗲𝗶𝗻𝗴 𝗿𝗶𝗴𝗵𝘁 𝗼𝘃𝗲𝗿 𝗯𝗲𝗶𝗻𝗴 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 You win every argument and wonder why people don't bring you their hardest problems. Leaders who get promoted create space for others to be brilliant, even when they know the better answer. Which behavior hits closest to home? And which one would change your trajectory most if you addressed it this year? ============ ♻️ Share with an executive who needs to see their blind spots ➕ Follow Courtney Intersimone for more truth about what really drives careers

I started working with an executive coach about six months ago. Before that, I thought executive coaching was mainly for… executives. CEO types and people running huge teams. Six months in, I see it completely differently. One of the biggest things I've learned is that career growth is rarely about how fast you go. It's about the direction you're traveling. It's like driving fast without checking Google Maps because you assume you know the route. You can feel like you are making good time and still end up somewhere you did not mean to be because you never confirmed the actual destination. I think careers can work the same way. So much of this work has been having someone help me slow down enough to make decisions with the end in mind. It seems like duh, isn't this a basic thing any driven professional should do? Maybe in theory but in practice, I bet a lot of us don't. Before coaching, I could make decisions by reacting to whatever was right in front of me.Coaching has helped me step back and ask what I actually want, what I can control, and the kind of leader I want to become. It has also pushed me into conversations at work I probably would have kept avoiding. I have come out of some of those in a better position, with a clearer view of my career and where I am headed. Career growth is rarely just about the next role. It is about growing confidence in what you are doing, and being rooted enough that you are not swerved by every passing wind. Your life is your canvas, and most of us hand other people the brush without realizing it. A great coach helps you take the brush back, so you are not just executing someone else's plan but designing your own with the end in mind. So if you are doing well on paper but quietly unsure where it is all heading, you might not need a faster strategy. You might need someone who helps you cut through the noise and see how much of this you actually get to decide. This might sound like a midlife crisis. I promise it is not. :) You don't have to get there the fastest. You just have to be going the right way. #UnmutedMoments

After years of executive coaching, I started noticing something surprising. No matter the company size, industry, or title, leaders tend to run into the same seven challenges again and again. These patterns form the backbone of where coaching has the highest impact. Here is a quick breakdown: 1. Strategy and Planning → Leaders need a second brain for refining strategy, mapping trade-offs, and deciding what not to do. 2. Org Structure and Systems → Structure is the bridge between strategy and execution. Misalignment here is one of the most expensive leadership mistakes. 3. Execution and Accountability → Execution breaks when ownership, rhythms, and decision systems aren’t clear. 4. Culture → Culture is what people do when no one is watching. Coaches help define, design, and reinforce the behaviors that truly matter. 5. Crisis Navigation → When playbooks fail, leaders need clarity, calm, and a neutral voice to guide next steps. 6. Communication and Influence → C-level roles are influence roles. How you communicate often matters more than what you communicate. 7. Personal and Career Growth → You cannot scale your company faster than you scale yourself. Coaching helps eliminate blind spots and accelerate growth. Have you experienced another theme with your own leadership team challenges? Add it in the comments and we may get to a “Top 10”.

Becoming an executive is not (just) about competence. In the early phases of our careers, we focus on competence and skill acquisition. We get ahead by being the best at a task. Executive jobs are about building trust, creating systems, and bringing people together behind a shared vision. Continuing to "be the best" has quickly diminishing returns. To grow into a high-performance leader: ✅ Let go of being the best at a task. Instead, set and bar for your team and coach them to get there. ✅ Create systems: "You do not rise to the level of your goals. You fall to the level of your systems." - James Clear ✅ Create alignment behind a shared vision through stories and scaled communication. Remember: it's no longer about you being the best at what you do. It is about how well you uplift others to help you achieve something you can not accomplish on your own.