Executive Coaching in New York City

Look for experience specifically with C-suite leaders (not just mid-level managers), verified industry expertise in financial services regulation and shareholder management, ICF certification (ACC/PCC/MCC), and a personal track record that includes prior leadership roles. Most importantly, evaluate trust and compatibility through an initial discovery conversation.

Coaching for post-Series B founders focuses on transitioning from "founder mode" to management mode: delegation, systematization, and co-founder decision-making alignment. It also addresses building and retaining teams under rapid growth, developing executive presence for investor and enterprise client engagement, and creating integrated leadership teams through group coaching.

Post-merger coaching covers stakeholder mapping and coalition building across legacy organizations, cultural integration through shared rituals and psychological safety, conflict resolution between legacy company factions, and resilience management during the typical 18-month proving period. Industry-specific understanding of transformation dynamics is critical.

Effective coaching acknowledges gender bias as documented and real, then develops authentic executive presence that navigates the "double bind" where assertive women face different penalties. It builds strategic networks including male sponsor relationships, addresses distinct stressors like perfectionism and emotional labor, and develops awareness of evaluation bias patterns.

Coaching during RIFs focuses on values clarity and decision-making frameworks, diversity-conscious reduction processes with statistical analysis, transparent communication and change management, and managing the aftermath including survivor guilt and trust rebuilding. It provides emotional support and resilience through one of leadership’s highest-stress moments.