Executive & Leadership Coaching

Work With a Coach to Develop a Personal Leadership Brand, Improve Your Executive Presence, and Hone Techniques to Lead Others Through Change and Uncertainty.

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Working With Current and Future Leaders to Better Themselves and Their Businesses

Leaders in all facets of the workforce ranging from senior executives and high potential leaders in business to professional athletes often have blind spots that they are unaware of, which can harm their leadership effectiveness. Executive coaching provides a highly customized and direct solution for leaders to have a partner who is there to challenge them when necessary so they can grow and become even more effective.

Reasons to Hire Strategy People Culture may include:

Strong desire to become a better leader for your business and the people around you

Professionally trained, years of practical experience and being real is important to us

Constant push to enable good leaders to be great leaders and great leaders to be even greater

What A Coach Focuses On
Effective Eeo Training

Deepen self-awareness – explorers of what limitations may exist holding someone back and elevating an understanding of strengths.

Ability to help identify and refine core challenges needed to be worked through.

Confidentiality and clear understanding of what will be shared ahead of time – no surprises and absolute trust.

Working beyond leadership challenges and enhanced skill sets is the incessant goal.

Philosophy is all based on providing support and challenge for thoughts to bring to action.

Results – enhanced leadership and organization-wide productivity.

Facilitation of 360° review process.

Workplace Discrimination Training C Suite Team Members

What People Are Saying About Us

As an Executive Coach, I found Andy to be exactly what I needed to reach my development goals and become more self-aware of my impact across the organization. He consistently challenged my thinking, provided relevant examples and experiences for increased relevance, and was ultimately the listening ear grounding me in my professional and personal challenges.

Chad Clatterbaugh
Ophtha External Operations

Part of my practice is helping ensure my clients have good EPLI (Employer Practices Liability Insurance). A best practice recommendation for risk management is for employers to train their employees in certain areas. In wake of the #MeToo era, I have been looking to identify high-quality, cost-effective training around sexual harassment and discrimination. I just completed a full course by EEO Training and thought it was terrific. The content was timely and this is offered both in English and Spanish. I highly recommend them!

Stephanie Branna
Insurance Professional and Family Business Owner

I have worked through many workplace investigations and various employment issues with Andrew. Handling these type of matters in a thorough and sensitive manner is a real strength of his. I have often received comments from our external counsel on how well the investigations were conducted by Andrew. His work has been very valuable in assessing the merits of potential claims and in determining litigation strategies.

Ray Obssuth
General Counsel

Andrew has a true passion for building and expanding great workplace cultures. I have seen him take a lead role in shaping a Great Place to Work and have worked with him in collaborative environments with leaders from some of the most cutting edge employers in the world. As a senior leader in an organization dedicated to working on strengthening workplace cultures, I have seen many people in this discipline. Andrew is a natural in this area and would be an asset to any organization.

Erin Moran
Chief People Officer, Union Square Hospitality Group

Andrew is intelligent, hard working and dedicated. I have seen him create and execute strategic changes in Rothstein Kass that will have a deep and ongoing positive impact on the culture of the organization. Having worked with him directly, I have seen Andrew successfully manage through legal issues facing the business, create and implement many initiatives that added to the quality of life of employees and ultimately make changes which significantly contributed to employee retention and business profitability. Andrew brought creditability to his seat and I am proud to have been partners with him. I would recommend any organization facing culture challenges or general human capital issues to engage Andrew.

Jeffrey Parker, CPA
Partner, EisnerAmper

I have worked with Andrew since the 1990′s in the capacity of outside legal counsel through two different employers of his. In my working with Andrew, I have been particularly impressed with his ability to balance the various issues that often come into play on matters we dealt with. He has proven to be extremely genuine in his actions and has shown me his ability to be thorough, open-minded, and smart. I would recommend both business organizations and attorney’s work with Andrew.

Catherine Wells, Esq.
Partner, Chiesa Shahinian & Giantomasi

I have approached Andrew at several points throughout the years for his well rounded and level headed guidance to which he has been an invaluable resource to me. His ability to listen to my concerns, provide unquestionable support, and challenge me toward resolutions has been truly exemplary. With my highest recommendation, Andrew would be a terrific person to work with, both as a personal coach and to help with the strategy and leadership development of any business.

Richard Del Monaco
Attorney

Andrew has worked for Rothstein Kass for 12 years with the primary responsibility of managing Human Resources.  During his tenure, our firm grew from just over 200 people to an organization of over 1,000.  Andrew was a key driver helping firm management enhance our corporate culture ultimately leading us to several Best Place to Work accolades both locally and nationally.  This has undoubtedly helped our firm’s overall profitability.  Our efforts surrounding being an employer of choice have become a core part of our business strategy and Andrew’s work created the building blocks for this.

Steven Kass
CEO

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Frequently Asked Questions

Great question and the answer really begins with why you want an executive coach in the first place. "Coaching" has become a huge field with many different perspectives on what coaching should be. Are you looking for a consultant (e.g., someone to tell you based on their view what you need to do differently, or are you looking for someone to challenge your thought process to help you come up with a broader way of thinking about the different situation? This type of question is incredibly important to ensure you are engaging with someone who will be a good fit for you. At Strategy People Culture, you can expect us to consistently be modeled in the theory that your coach's role is to challenge your thinking, support you in expanding past your comfort zone, and be a private accountability partner. While we will certainly share perspectives we may have, you should expect us to push you to a place where you can fully own your decisions so you can better learn from the mistakes and sustain the successes. You can expect your coach to provide a safe and trusted partnership that you may not receive in the day-to-day business context.

What is making better decisions over the course of time worth? What is having your employees better respect you worth? Can you put a price on your own happiness? Effective coaching should strengthen your self-awareness (even if you believe you are already self-aware), make you a better leader, help you see greater perspective to make better decisions, and much much more.

The role of a good executive coach will adapt based on the needs of their clients. SPC coaches will be more thought and challenge partners than advisors. Your coach will challenge your thinking, support you in pushing beyond your comfort zone, and be an accountability partner. This will take many forms, from being a sounding board to being a role model, an outlet to talk about various issues with, and sometimes pushing back when you need it.

Our point of view is an executive coach can ALWAYS be of value. The key is for the leader to be successfully coached to be receptive and open-minded. Coaching unequivocably works best when working with a high achieving and successful leader that is simply looking for help to raise the ceiling of their potential. Other organizations engage coaches when they have a valuable member of the team who is successful in many ways but struggling with a particular issue. Some companies look to coaches to help with last-resort situations to turn around a faltering employee. SPC is not interested in those last-ditch situations as we do not believe they have a high chance of success.

The most important thing is to give real thought to what you are working on between sessions. It is not unusual to have "homework" from meeting to meeting. Ensuring you do the work in between meetings will ensure you achieve maximum results. Beyond that, bring your issues, thoughts, and ideas into the meeting. Executive coaching is about your agenda, not the coaches. If you show up and are present in the conversation, you will have quite a great ride!

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