Executive Coaching Partnerships and Training

Referral Partnerships

Many executive coaches are focused on improving the performance of their clients in their current assignments but don’t specialize in the unique situation of helping their clients transition into what is next. This is especially true if the client is unsure about how to identify a new interest where they can combine all of their skills and experience.

I currently partner with executive coaches who need an outstanding referral partner who can provide clarity to executives who are unsure about how to pursue a successful transition. After gaining clarity about a new career interest these clients often return to the executive coach for support in their new and more satisfying position.

You’ve Seen This Before

An executive may need to transition before they are clear on a meaningful next step. As an Executive Coach, you undoubtedly recognize a few of these dilemmas:

  • A reorganization has left the executive unsatisfied in their new position
  • There is a new and difficult supervisor
  • A budget cut jeopardizes their success
  • There is a persistent negative sense of “been there and done that” in their current organization, but the options for promotion are limited.
  • Personal financial goals have been met and now the executive feels free to consider a whole new set of possibilities. Still, they can‘t answer the question, “What would I love to do now?
  • A retirement date is fast approaching

If this sounds like a partnership that might enhance your practice, then contact me and we can explore the possibilities.

Let's Talk About a Referral Partnership


Add Career Transition Coaching To Your Product Line

We are in the middle of a huge demographic opportunity for career coaching. 78 million baby boomers are retiring and want help in seeking either full-time or part-time work that they will love after their first career. Millions in the Generation X cohort that follows are between 30 and 50 years old and are wondering if they want to continue in their current jobs for the next 15 years. Many are restless and would seek coaching support if they thought that it was effective.

Contact me if you’d like to expand your practice to meet this need.

Demand for executive transition coaching is growing among …

High performing people who are used to thinking of themselves as major assets in any organization they choose to work.

  • They are unsatisfied in their current assignment for a variety of reasons.
  • They are uncertain about their next job but they expect it to be meaningful and to use all their skills and experience.
  • Uncertainty is uncomfortable because their successful professional identity has been a reliable component of their overall sense of wellbeing.
  • Even though they often have been very successful, this uncertainty causes them to feel temporarily incompetent because they cannot answer the question, “Well, what are you looking for?”
  • They are open to considering a new challenge beyond their current function and they need a safe space to dream a little about professional possibilities that they might love.
  • They are impatient and are looking for a practical coaching approach that is quick and can get them launched immediately.
  • They have the financial resources to pay for coaching that helps them identify a promising next step and a low-risk roadmap for finding the right spot.

If you’d like to learn more about developing a specialization based on the highly effective Experience Matters model, contact me.

"Immediately after my sessions with Peter, I implemented several of his recommendations including: I developed an action plan to expand my network and engage with professionals more frequently and I expanded my engagement with the Intelligence Community in the areas of hiring and retention. Additionally, I shared what I learned at Experience Matters with my mentee and recommended she consider training with Peter in the future."

— Senior Executive, Federal Government