Belinda Block provides one-on-one executive coaching in for CEOs, founders, and senior leaders. As an industrial/organizational psychologist with decades of experience, she uses evidence-based behavioral assessments and structured 360-degree feedback to help executives make better decisions, lead stronger teams, and grow into their next-level roles. Engagements run six months with monthly 90-minute sessions, in person or virtual.
You’ve made it to a level most people don’t reach. Senior leader. VP. Founder. CEO. The kind of role where the decisions you make ripple through people’s careers and the trajectory of your company.
And somewhere along the way, the support system you used to lean on got thinner. The peers became reports. The mentors aged out. The boards expect answers, not questions. The people closest to your work are the ones least likely to tell you the unvarnished truth.
That’s the gap one-on-one executive coaching closes.
What Executive Coaching With Belinda Looks Like
This is not a course. It’s not a workshop. It’s not generic advice dressed up in leadership language.
One-on-one executive coaching with me is a confidential thinking partnership built around the actual decisions you’re making, the actual people you’re managing, and the actual outcomes you’re accountable for. We meet monthly. Each session is 90 minutes. Between sessions you have direct access to me when something can’t wait.
What we work on is shaped by you. The most common patterns I see in: leaders who need to decide whether to fire a senior person. Founders navigating a board they no longer trust. New CEOs figuring out which inherited problems to fix first. Senior leaders who keep getting feedback they don’t know how to act on. Executives whose calendars have become the enemy of their actual job.
The work is practical. We name what’s actually happening. We separate the leadership problem from the personal one. You leave each session with a small number of decisions made and a smaller number of behaviors to test before we meet again.
Who I Work With
My clients are typically:
- CEOs and founders — leading 50 to 5,000 people, often through a transition the company hasn’t done before
- C-suite executives — CFOs, CTOs, COOs, CHROs taking on broader scope or stepping into a new industry
- VPs and senior directors — managing managers, accountable for outcomes that depend on people they don’t directly control
- Newly-promoted executives — moving from “best individual contributor” to “leader who has to get results through others”
What I don’t do well: leaders who want a cheerleader. Leaders looking for validation for decisions they’ve already made. Leaders who want me to fix their team for them. Coaching only works when you’re willing to look at your own contribution to the problems you’re solving.
My Approach as an Industrial Psychologist
I’m not a former executive who started coaching. I’m a Ph.D. industrial/organizational psychologist who spent decades studying how leadership actually works inside organizations before becoming a coach. That background shapes everything I do.
Most coaching is built on the coach’s own experience. That can be useful, but it has a ceiling — what worked for one person in one industry at one moment in time doesn’t always translate. My work is built on evidence: what the research says about leadership effectiveness, change management, team dynamics, and how individual psychology interacts with organizational structure.
That means our work uses tools that have actually been validated. We use behavioral assessments, structured 360-degree feedback, and frameworks drawn from organizational psychology — not personality quizzes or trending leadership models that will be forgotten in three years.
It also means I push back on leadership ideas that sound good but don’t hold up. Plenty of advice circulating in executive circles is opinion dressed as truth. I’ll tell you when something the board, a consultant, or a peer has said doesn’t match what we actually know about how leaders and organizations behave.
The Coaching Process — 6 Months, Monthly Sessions
A typical engagement runs six months. Here’s the shape of it:
Months 1-2: Assessment and direction. We start with a structured intake. I conduct verbal 360-degree feedback with 6-10 people you select — peers, direct reports, your manager, a board member. You complete a behavioral assessment. We synthesize all of it into a clear picture of how you actually show up, what’s working, and the specific shifts that would have the biggest impact.
Months 3-5: Active coaching. Monthly 90-minute sessions plus async access between meetings. We work on whatever’s most urgent and important — usually a mix of immediate decisions you’re navigating and longer-arc behavior changes the 360 surfaced. You test small experiments between sessions. We adjust based on what’s working.
Month 6: Integration and what’s next. We close the engagement with a structured reflection on what’s changed, what’s still in motion, and what your continued growth looks like. Some clients end here. Many continue on a lighter monthly cadence to stay accountable.
The engagement is structured but not rigid. If something urgent comes up in month two — a sudden personnel decision, a board crisis, an offer from another company — we work on that. Coaching isn’t valuable when it’s disconnected from the reality of your week.
Results My Clients See
Results in coaching are not vague. We define them at the start of the engagement and measure them at the end. Some of the most common shifts my clients report:
- Better decisions made faster. Less time agonizing over the wrong calls, more confidence on the calls that matter.
- Clearer communication that lands. The same conversation that used to create confusion now creates alignment.
- Stronger teams that need less of your time. Direct reports who solve problems on their own, take ownership, and stop bringing you every decision.
- Honest feedback you can use. A relationship with reality that doesn’t depend on whether the people around you are willing to push back.
- A sustainable pace. The work doesn’t get easier, but you stop carrying it the same way.
What clients often don’t expect: the way coaching shifts how they think about themselves. Most senior leaders have a story they tell about who they are and what they’re capable of. The story was usually built decades ago and hasn’t been updated. Updating it changes more than just performance.
Investment and How to Start
Executive coaching with me is an investment that reflects the work and the outcomes. Engagements are priced based on scope and seniority. We talk about pricing during the discovery call — there’s no purpose in publishing numbers that don’t account for what you actually need.
Most clients invest in coaching as a professional development line item, either personally or through their company. Many companies in pay for executive coaching as part of senior leader retention and development.
The way to start is a 30-minute discovery call. It’s free, confidential, and the only goal is to determine whether coaching with me is the right fit for the work you’re trying to do. If it’s not, I’ll tell you, and where possible I’ll point you toward someone who might be a better match.
If you’re ready to schedule it, you can book directly on my calendar. If you’d rather start with a question, the contact form is the fastest way to reach me.