Executive Coaching
Executive coaching for stronger leaders, teams, and business performance.
Practical executive coaching for CEOs, plant managers, contractor leaders, and senior executives who want stronger teams, clearer accountability, better decisions, and sustainable performance.
Especially focused on petrochemical, refining, manufacturing, and industrial contractor environments.
Who This Is For
Leadership gets harder as responsibility grows.
The higher you move, the fewer people are willing or able to challenge your thinking. Coaching creates a confidential space to examine what is working, what is getting in the way, and what needs to change.
- CEOs and presidents in the industrial contractor space
- Plant managers and site leaders
- Operations and commercial leaders
- Executives preparing for broader responsibility
- Leaders inheriting or rebuilding a team
- Organizations developing high-potential talent
Practical, Not Theoretical
Coaching grounded in the realities of running a business.
Executive leadership is not an academic exercise. It means making decisions with incomplete information, aligning people with competing priorities, improving performance without losing trust, and delivering results while developing the people who will carry the organization forward.
David brings more than three decades of experience in petrochemical and refining environments, serving on both the contractor and owner sides and leading teams in operations and sales. That experience shapes a coaching approach built around real conversations, clear expectations, disciplined follow-through, and measurable progress.
The objective is not simply to make a leader more effective individually. It is to help that leader create an environment where the team can perform at a higher level.
What We Can Work On
Turn leadership challenges into focused development priorities.
Every engagement is tailored to the leader and organization, but these are common areas where coaching can create meaningful leverage.
Team Performance
Clarify expectations, strengthen ownership, improve communication, and create the conditions for people to do their best work.
Accountability
Build a culture where commitments matter, problems surface early, and accountability does not depend on blame.
Leading Change
Navigate resistance, communicate the why, and help teams move from understanding a change to actually adopting it.
Decision-Making
Improve clarity around priorities, tradeoffs, risk, and the decisions that require leadership attention rather than escalation.
Developing Leaders
Move beyond solving problems for people and build leaders who can think, decide, coach, and execute independently.
Continuous Improvement
Connect Lean thinking and improvement efforts to leadership behavior so gains become part of how the organization operates.
The Coaching Approach
A disciplined process built around clarity, action, and follow-through.
Coaching should create movement. The process is designed to turn insight into better leadership behavior and stronger business results.
Clarify
Define the business context, leadership challenge, desired outcomes, and what meaningful progress would look like.
Understand
Identify patterns, strengths, blind spots, team dynamics, and the assumptions influencing current decisions.
Act
Translate the conversation into specific leadership actions that can be tested in the real work environment.
Reinforce
Review outcomes, learn from what happened, strengthen what worked, and adjust what did not.
Industry Experience Matters
You should not have to explain the environment before you can talk about the problem.
Industrial leadership has its own realities: safety, reliability, production, margins, labor constraints, contractor relationships, customer expectations, capital priorities, and pressure to improve every year.
David's experience across owner organizations, contractor businesses, operations, sales, and Lean improvement provides context for conversations with leaders in petrochemical, refining, manufacturing, and related industrial environments.
That does not mean every answer comes from past experience. It means the coaching can begin with a practical understanding of the pressures you are already managing.
Assessment-Supported Development
Use assessments as a starting point—not a label.
When appropriate, coaching engagements can incorporate established assessment tools to create a common language around preferences, communication, behavior, and team dynamics.
David is a Certified MBTI Practitioner and certified to administer DISC. He is also an Executive Director with the John Maxwell Team and holds an M.A. in Counseling and Human Development.
Tools may support work around:
- Communication preferences
- Leadership style
- Team interaction
- Conflict and misunderstanding
- Self-awareness and blind spots
- Development planning
Start With a Conversation
Free Leadership Tools
Start with the leadership question that matters most.
Use the Leadership & Communication Style Assessment to reflect on individual tendencies, or the Leadership & Business Performance Assessment to examine broader leadership and organizational execution.
What would change if your leadership team performed at the level you know is possible?
A complimentary consultation is a chance to discuss your situation, the outcomes you want, and whether executive coaching is the right fit.