Avery’s coaching has been a critical part of my success over the last year. I first engaged with Avery as I was transitioning from CFO to CEO. In addition to all the normal stresses of a CFO to CEO transition, the company was dealing with a distressed debt situation, adding more complexity, and requiring me to play both roles for several months. One area of focus for me, particularly early on with Avery, was my mindset. Stepping into a first-time CEO role can feel overwhelming, especially given the circumstance. Avery was an invaluable resource in helping me navigate all the fears and doubts that can come with stepping into a new executive role in a difficult environment. Avery provided me with real, tangible tools for emotions I experienced as a new CEO.

Another strength of Avery’s is her ability to adapt to my needs on a week-to-week basis. As the mindset work required less focus over time (thanks to her coaching) the coaching topics took on a broad range. Avery can adapt well to a variety of business situations. Whether it’s org design, Board of Director guidance, or challenging me on a strategic business decision, Avery’s experience allows her to quickly pivot and address whatever topic you may need to focus on.

I highly recommend Avery for any executive coaching need, but especially for one taking on a new role in the C-suite.

Kevin McColly CEO, Coinstar An Apollo Global Management Portfolio Company

Hi, I’m Avery

LEADERSHIP COACH TO CEOS AND THEIR COMPANIES

After working for a decade as a high-performing executive at top investment banks and hedge funds around the world, I decided to take a career break.

In the years that followed, I amassed a wealth of expertise in psychology, philosophy, and mindset work.

Now I leverage these two very different knowledge bases in my work as a leadership coach and organizational advisor to CEOs.

I help CEOs maximize company performance by providing a neutral sounding board and supportive space in which to discuss everything from corporate strategy and financing decisions to managing relationships with various stakeholders and personal mindset.

I provide CEOs with a safe, nurturing space in which to explore their internal terrain as a means of driving meaningful personal growth and breakthrough company performance.

THE PROCESS

First, we identify CEOs’ challenges and limiting patterns and we work to determine their root causes. The very awareness of these underlying mechanics unlocks power and performance for CEOs because they suddenly become able to catch themselves engaging in unhelpful habits and make different, conscious decisions that change outcomes.

Beneath unhelpful patterns are the emotional root causes, almost always traceable to early life experiences. It can be hard for CEOs to look back at these experiences, but when they do so with my help, and with compassion for their former selves, they become able to move into a state of acceptance. Acceptance is super important because it reduces resistance to taking meaningful action towards profound change.

Next, CEOs identify their goals. Having achieved profound mindset shifts as the result of our work, they become able to see exactly what must be done to create breakthrough change and performance. They are ready to shift gears into Drive!

Finally, the easy part… Execution! Generally speaking, during this phase CEOs find it exciting and straightforward to take action and don’t need much accountability, if at all. I shift into more of a tactical advisory role for specific business challenges that arise. Mostly, these fall into the category of “navigating relationships in the context of transformation.” They may include sticky stakeholder situations, sensitive negotiations, or personal relationship impasses. By working through these challenges with me through the lenses of their new mindsets, CEOs are able to resolve them quickly and move forward powerfully.

THE RESULTS

CEOs achieve uplifting personal transformation and breakthrough business performance as the result of our work together. But, this is just the tip of the iceberg.

As CEOs begin to role model new attitudes and behaviors, their leadership teams take notice. Team members will instinctively feel different, and more comfortable, around their CEOs. This phenomenon is referred to as psychological safety. It promotes trust, communication, collaboration, and improved business results.

In addition to noticing their CEOs’ changed behavior, leadership teams will also notice his or her stronger performance, and will correlate the two. Soon, to varying degrees, they will adopt these new behaviors and their performance will improve, too!

As leadership team members’ mindsets and performance transform and improve, their own direct reports take note and begin their own process of change.

And so it is, through a waterfall effect, that my work with CEOs creates widespread individual transformation, positive culture change, and improved company performance.

These are the profound results you can expect from working with me.

Clients HAIL FROM

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