NYC Executive Coaching Services

NYC Executive Coaching Services

We partner with our clients to create impactful executive coaching engagements for individuals and for teams.

Starla Sireno's NYC  Executive Coaching Services

Executive Coaching for Organizations

These executive-level coaching engagements are sponsored by an organization and typically include a 360-feedback process. This is where Team Leaders, HR and Talent Management Professionals begin.

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Executive Coaching for Individuals

For Founders, executives and changemakers who want a trusted partner. Each individual engagement is uniquely tailored. Our strategic approach focuses on catalyzing action, challenging perceptions and providing objective insights.

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Executive Coaching for Teams

Team coaching builds high functioning teams. We help strengthen communication, achieve greater alignment and increase effectiveness. Coaching can also help resolve conflict between team members or the entire team.

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FAQ about Executive Coaching

What is executive coaching?

Executive coaching can best be described as a thinking partnership.  There is no hierarchy in the relationship.  Instead, a skilled coach uses a variety of modalities to elicit the client’s best thinking. Executive coaching is a process that leads to greater self-knowing, increased clarity and a more grounded sense of fulfillment.

As stated by Pam McLean, co-founder of the Hudson Institute of Coaching,

“In today’s constant swirl of change, we need to rely most deeply on our own inner sense of self and our values, and this requires continually cultivating our inner landscape. Coaches explore with clients what matters most in their lives and help clients shape their story and their actions based on their sense of purpose in the world at this time.”

About Executive Coaching FAQ's

We start with a baseline of your life as it is right now.  We examine your role,  what is important to you, who you are at your best and who you are at your worst.  From there, we explore what you want to achieve and who you aspire to become.  The gap between your current self and your future self becomes  the focus of our work.  Each meeting is grounded in real-time situations to allow you to practice new skills, habits and behaviors.  Along the way, I provide you with observations, best practices and resources that support the trajectory of your growth.

Executive coaching radically increases self-awareness. While most leaders have the ability to use information, assumptions and pattern recognition to understand a situation, few are able to objectively see how their own patterns create reality as they know it.

Executive coaching teaches leaders how to observe themselves in the moment. As leaders begin to see how their habitual patterns play out, they become more adept at making different choices in the moment thereby creating a different outcome.

1. Start with credentials.

While it is not absolutely necessary to be credentialed by the International Coach Federation (ICF), it does ensure that the coach possesses certain core competencies and that they adhere to specific ethical standards.

Choosing an Executive Coach Credentials

2. Assess chemistry.

Ask them to coach you during your consultation. Pay attention to the experience of being coached by them. Does this feel like someone you want on this development journey with you?

Choosing an Executive Coach Chemistry

3. Ask about their own development.

In shorthand, you could say that you want an executive coach who ‘walks their talk’ by investing the time, energy and money that they are asking you to invest. You might ask how often they meet with their own coach and whether they are in supervision.

Choosing an Executive Coach Development

NYC Executive Coaching for Individuals

You find yourself considering executive coaching for your own unique reason.  Over many years of working with people from all backgrounds, the reasons usually fall into one of these 3 categories: 

  • You are being pulled toward something. You have a vision, a goal or a longing for something bigger, different or yet undefined.
  • You are being pushed by the pain of something that is not working. You might feel stuck, unhappy or overwhelmed.
  • You are at a crossroads between the known and the unknown. The decision brings up bigger questions.

Perhaps the most universal reason is that you are tired of doing it alone and you want a partner to support you in this next chapter.

Individual Executive Coaching NYC

There are two critical elements to a successful executive coaching engagement – coachability and chemistry.

Coachability means that you must be invested in your own development. I am not the right executive coach for you if this is a performance management situation or if the organization is not actively involved in supporting the coaching engagement.

Chemistry is exactly what it sounds like. Does it feel, to both of us, that we can do good work together?

First off, there is never a bad time to engage an executive coach. With that being said, there is usually some catalyzing event that brings someone to coaching – an ending, a beginning, a proverbial fork in the road, a state of being stuck. No matter the reason, beneath it is a realization that you have gone as far as you can alone and you need a trusted advisor.

When people ask this, there is often a bigger underlying question, one that they might not even be consciously aware of. The question they would ask if they could:

“Why should I trust you with the things I can’t even admit to myself – the hopes that still haven’t come true; the worries that keep me up at night and all of the things about myself that never seem to change.”

Even my clients who are self-described “open books” can find themselves feeling challenged to have conversations that they would rather avoid.  We can only have these conversations when my clients absolutely trust our relationship and know that I am unconditionally on their side, even when it is a challenging conversation.  

To find that executive coach, tune into how you feel in the conversation.  Do you feel more open, expansive, more creative?  Or do you feel defensive or like there is a “right answer”?

When in doubt, have another conversation and know that you can always opt-out of the relationship if it is not right.

To create a relationship where meaningful change can occur, there are three non-negotiable pillars of executive coaching:

Confidentiality: As the foundation of the relationship, this encourages candid conversations, realness and risk-taking.
Unconditional Positive Regard: A coach will start from a deeply held belief that there is nothing to fix. They see what is right about you, even when they are challenging you.
Objectivity: A coach aligns with your stated objectives. There is no implicit should’s or judgment about your choices.

Most engagements range from 3-months to 1-year, depending on your the goals.  With that being said, many leaders consider ongoing engagement with an executive coach to be essential to their development.

Let’s find time to talk. 

We will use this time for a short coaching session so that you can have the experience of what it feels like to be coached.  If there is mutual chemistry and a sense that we can do good work together, we can discuss the process, including the structure and fees.

NYC Executive Coaching for Organizations

From high potentials to the CEO, executive coaching builds better leaders.  C-suite leaders engage an executive coach because they need perspective, objectivity and a sounding board.  

Alternatively, individuals may be nominated for coaching because they are viewed as crucial to the organization.  The engagement could be part of formal succession planning or focused on fine-tuning specific behaviors.  The impact of executive coaching extends beyond the client.  It leads to greater engagement of their team, increased productivity and better business results.

NYC Executive Coaching for Organizations 2

 The executive must have a fierce desire to learn and grow. This stands in contrast to engaging an executive coach to fix behavioral problems or to change individuals with a fixed mindset and no intention to change.

There must be a strong commitment from the organization, particularly the client’s manager. Coaching asks executives to “try on” new behaviors. Is this a psychologically safe place for the leader to practice new ways of being? Does the manager actively ask what the client is working on in coaching? Is professional development valued in the organization?

Each component of an executive coaching engagement is designed to ensure that the coaching goals are in alignment with what the organization needs from the leader. The stakeholder interview process renders data-driven insights into the effectiveness of the leader. The alignment meeting between the executive coach, client, client’s manager and HRBP ensures that the coaching engagement is focused on the correct objectives.

 The alignment meeting creates agreement about what qualifies as a successful engagement. At the midpoint of the engagement, data is collected to determine progress and focus for the remainder of the engagement. The closing alignment meeting provides a forum for the executive to share their growth and to get feedback from their manager and HRBP on how successful the engagement was.

Whether you are reaching out for yourself or on behalf of someone else in the organization, let’s discuss how executive coaching can help you develop more impactful leaders.

NYC Executive Coaching for Teams

Team coaching is one of the most effective ways to create more highly functioning teams. By working with the team as a whole, it heightens collective awareness of the team’s dynamics and creates a new way of working together.

NYC Executive Coaching for Teams

Teams often bring an executive coach in to facilitate a strategic off-site or to do some team building.  For many teams, this is a “one-and-done” or they bring the coach back in another year for a refresh.  

Team coaching is similar to individual coaching.  We work with teams on an ongoing basis to optimize how they work together.

Some teams choose to do shorter sessions each month. Others find that they want to do deeper dives each quarter.

Before any team engagement, we meet individually with each member of the team at least once. These conversations allow us to build rapport, get individual perspectives and assuage any concerns.

From there, we may continue to work individually, as well as collectively, depending on objectives.

Let’s discuss how you strengthen the interpersonal dynamics in your organization. 

Whether you want to build a stronger team or facilitate better communication between leaders, let’s talk about your needs.

What is the next step?

Each organization will have unique circumstances, needs and questions. Contact us to discuss how executive coaching can fit into your talent management strategy.

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