Hiring an executive coach? Here are four things to look for—beyond chemistry—when you are choosing the right coach for you:
Enterprise fluency: Can they link coaching goals to strategy, board narratives, and operating cadence—without adding noise?
Why it matters: Without enterprise context, coaching produces personal insight but not the cross-functional momentum your mandate requires.
Integrated method: How do they integrate 1:1 work with team coaching and stakeholder alignment so change sticks beyond the individual?
Why it matters: Sustainable performance shifts happen when individual behavior change is reinforced by the team’s rhythms and decision forums.
Evidence & outcomes: Do they focus on clear coaching success metrics (breakthrough outcomes, decision speed, meeting load, team coherence, resilience), not just coaching output and session counts?
Why it matters: What gets measured gets managed—metrics keep everyone honest and allow you to communicate ROI to the Board.
Fit & discretion: Do their working styles challenge productively and protect confidentiality?
Why it matters: Senior leaders need a safe, unvarnished space to test thinking; trust and constructive tension are the engines of growth.
For tips and a concise list, see my guide on Leadership and Executive Coaching:
https://t.co/YLX9cjbKnK
Home, again! Mission complete. I hope we glorified God, humanity, our families and our terrific teams a @NASA and @csa_asc. Time to share the good news!
Artemis II astronauts have traveled 252,756 miles from Earth, flown around the Moon, and observed the lunar surface like never before. Now, they’re coming home. 🌎
Watch the crew splash down on Friday, April 10, around 8:07pm ET (0007 UTC April 11). https://t.co/Ccsk5Z3HFS
@lukepierceops I think the businesses can easily figure out how to use AI but the incentives (of people involved and impacted) don’t align. The current labor laws do not incentivize self-replacement. A knowledge worker will not get royalties for transferring their practical wisdom to AI
In turnarounds and transformations, the risk rarely lies in effort or intent. It lies in an unclear direction under complexity. Boards that create space for confidential, high-quality leadership judgment reduce downstream risk.
@LaceyPresley One-click analysis for social media content is like a one-click buy button for Amazon. Reducing the intelligence and learning friction to zero. Brilliant!