Founder CEOs
Founders running the business they built, moving through a growth step, an investment event, or the shift from operator to leader-of-leaders.
TSFW Coaching works with senior leaders at the operating edge - VPs, founder-CEOs, partner-level operators - who need more than reflection. You need a coach who understands the weight of the seat, and a practitioner who'll get into the calendar, the team, and the operating model with you. We pair both in a single engagement.
Engage any one. Most clients combine two - executive coaching with operating-discipline install, or leadership team coaching with calendar and capacity work alongside it.
Confidential 1:1 work with VPs, founder-CEOs and partner-level operators carrying a heavy seat. Twice-monthly sessions, phone access between, and a working agenda that moves between the leader's mindset, the team underneath them, and the operating decisions in front of them.
You get a coach who has sat near these seats, not someone running a coaching playbook from a template.
Coaching a senior leader and the small team around them - usually four to eight direct reports - around a specific objective: a strategy turn, a post-merger reset, a step-change in operating cadence. We run a series of paired sessions: the leader 1:1, then the team together.
Where you run a team, we recommend HeyRamp - a structured platform for the weekly 1:1 and monthly review rhythm that takes the calendar-and-performance load off the leader carrying the most thinking.
For leaders whose calendars, scorecards or team cadence have drifted, this engagement runs alongside the coaching. We install a weekly operating rhythm - what gets reviewed, by whom, on what cadence - and coach the leader through running it themselves. By the end, the operating habit belongs to you, not us.
This is the work that distinguishes a coach from a coach with consulting backbone.
For founders moving from doing-the-work to leading-the-people-who-do-the-work; from operator-CEO to chair-or-owner; or through an investment, exit or succession event. We work on the identity shift as much as the role design, because both have to move for the transition to take.
Confidential by default. Discreet sponsor reporting if the board is involved.
For senior leaders running underwater - back-to-back, decision-fatigued, doing too much of the work that should sit one level down. We look at the calendar honestly, the meeting load, the delegation gaps, the recurring conversations that should be a system. Then we install one.
Quick, practical, and usually pays back inside the first sixty days.
Every engagement starts with a free thirty-minute introductory call to check the fit before any work is scoped.
Twice-monthly 1:1 sessions, phone access between, a working agenda, and a midpoint review with the leader. Renewable at the six-month mark on a lighter monthly cadence.
Paired sessions - leader 1:1 plus team together - scoped to a specific objective. Includes a kickoff offsite, a midpoint reset, and a closing review.
For leaders who have completed an initial engagement and want a senior call to make. Monthly cadence with on-demand access for time-sensitive decisions.
Founders running the business they built, moving through a growth step, an investment event, or the shift from operator to leader-of-leaders.
Operators carrying a P&L, a function, or a critical transformation. New-in-seat, scaling, or stepping into a bigger remit.
Managing partners and partner groups running professional-services firms - law, advisory, agency, consultancy - who need coaching that respects how partnerships actually work.
Senior leaders at the operating edge - VPs, founder-CEOs, and partner-level operators in privately held or PE-backed businesses. Most of our clients carry P&L responsibility or own a critical function. We do not run a generalist coaching practice and we do not work with early-career leaders; the work is calibrated to people whose decisions move material numbers.
Because senior leaders rarely have a clean coaching problem. The mindset and pattern work matters, and so does the operating reality underneath it - the team that's not delivering, the calendar that's underwater, the model that's drifting. We bring both into the same engagement so the conversation can move between them in real time, instead of asking the leader to translate between a coach who doesn't know the business and a consultant who doesn't know them.
Both. In-person work is available for clients in Texas and the Southwest, and we travel for offsites and leadership-team sessions across the United States. Day-to-day coaching cadence is typically remote by video, with phone access between sessions for time-sensitive calls. The format follows the engagement, not the other way around.
Six months is the default starting point for individual executive coaching. Leadership team work usually runs three to nine months around a specific objective. Operating-discipline install engagements run alongside the coaching for the first three months, then taper. Many clients renew at the six-month mark and convert to a lighter monthly cadence after the initial build.
Yes. Confidentiality is the default and the contract. Nothing said in a session is shared with sponsors, boards, or HR without the leader's explicit consent. Where a sponsor is funding the engagement, we agree the reporting structure in writing at the start - usually a quarterly meeting on objectives and progress, with content remaining between the leader and us.