Founder of Management Transitions. Over 20,000 hours coaching CEOs, presidents and business owners across Canada.
Executive coaching is a confidential, one-to-one partnership that helps senior leaders think more clearly, make better decisions, and change specific behaviours to improve business results. It focuses on real strategic and leadership challenges — not generic advice or training. It’s a structured process focused on the client’s real business challenges, their leadership style, and the results they need to deliver. Together, we clarify your goals, identify patterns that may be limiting your effectiveness, and build new approaches that stick.
My coaching work is designed for CEOs, founders, presidents, and senior executives who are accountable for significant people, profit, and strategic outcomes. Many of my clients are navigating inflection points: rapid growth, succession, restructuring, new ownership, or a shift in strategy. If you’re in a senior role, under pressure to perform, and serious about elevating your impact as a leader, this work is for you.
While every engagement is tailored, typical outcomes include clearer strategic focus, more effective executive communication, stronger senior team alignment, and better decision-making under pressure. Clients often report stronger executive presence, reduced stress and improved confidence, better communication with their teams, and more alignment across the organization.
Consultants diagnose and recommend; mentors share their own career experience; therapists address clinical or personal history issues. In coaching, you are the expert in your business, and my role is to help you unlock your best thinking and execute at a higher level. We work through powerful questions, honest feedback, and practical experiments between sessions, so that insights translate into visible, sustainable changes in how you lead.
My coaching blends real-world business experience with evidence-based leadership frameworks, 360 feedback, and practical experiments between sessions. The work is grounded in measurable shifts in behaviour and outcomes that line up with your strategy and culture — not abstract leadership platitudes. I’ve worked with more than 500 leaders on their challenges and opportunities, and when it is useful, I will bring those experiences into our conversations to expand your options and perspective.
Most coaching engagements run 6–12 months, beginning with an intake and assessment, followed by regular coaching sessions and periodic progress reviews with agreed upon stakeholders. Sessions are usually 60–90 minutes every 2–4 weeks either virtually or in person. For time-sensitive issues, I will provide email, telephone or message support between sessions.
The work usually starts with interviews, assessments (e.g., 360 feedback), and clarifying your business priorities and success metrics. Together we will define 2–4 concrete leadership goals and link them to specific, observable behaviours and business outcomes.
Success is tracked against agreed goals, often using baseline assessments, stakeholder feedback, and business indicators such as engagement, retention, or execution of key initiatives. I will also use periodic check-ins as agreed upon with your sponsor to confirm visible shifts and organizational impact.
One-to-one coaching conversations are confidential; I may share themes or progress updates with sponsors only as agreed in advance. This creates a trusted space where my client can talk openly about interpersonal and leadership dynamics, team issues, and high-stakes decisions.
If required, I will also facilitate team sessions, strategy offsites, or leadership workshops that complement the one-to-one work.
Most of my executive coaching is now delivered via video conference, with in-person sessions where geography and schedule allow. This provides flexibility while still allowing for deep, high-quality conversations.
I have completed over 25,000 hours of one-on-one coaching with C-suite clients and senior leaders. In addition to extensive business experience, I have done formal coach training with Dr. Frederic Hudson, the Founder of the Hudson Institute of Santa Barbara — considered by many to be the father of executive coaching. I have also taught coaching effectiveness to new peer group chairs and coaches.
Fit is usually evaluated in an initial chemistry meeting where we explore your goals, working style, and expectations on both sides. You should leave that conversation feeling constructively challenged, understood, and confident that I will tell you what you need to hear, not just what you want to hear.
I expect my clients to show up prepared, be open to honest feedback, test new behaviours between sessions, and involve key stakeholders where appropriate. The clients who get the most value treat coaching as a strategic priority, not a “nice to have” when time permits.
Executive coaching is a premium service; it is often structured as a fixed-fee engagement for a defined period rather than hourly sessions. Fees reflect my seniority, breadth of organizational work, and the intensity of access between sessions.
It begins with a brief call to understand your context, then a longer discovery or strategy session before I propose a tailored engagement. From there, we agree on objectives, scope, success measures, and logistics, and schedule the first session.
The best way to find out if we're a good fit is a brief, no-obligation conversation. Reach out and let's talk.
Have a leadership or organizational challenge you'd like to explore? No obligation. Call Pete or send a message.
