Two sides to high performance. The leader. The team. We coach both.
The work behind every high-performing leader.
C-suite operators turned trained coaches, for founders, CEOs and the leadership teams around them.
Coaches from the collective, who have all sat in the executive seat.
- Loraine HabibExecutive Coach
- Pierre VerstraetenExecutive Coach
- Cat TottyExecutive Coach
The job changes before you do.
The skills that got you here start working against you. The team grows. The decisions get harder. The loneliness gets louder.
Most founders don't call it coaching. They call it "I need to figure out how to lead this thing." Or nothing at all: they just feel the stretch.
That's exactly where coaching earns its place.
- Coach quality C-suite operators turned trained coaches.
- Two-way entry High performance needs both: individuals at their best, and a team performing as one.
- Transformational Real coaching surfaces the patterns that hold leaders back.
Not a perk. Not therapy. The work that builds the leader the company now needs.
Coach quality
C-suite operators turned trained coaches. They have worked with the founders and CEOs of successful startups.
Two-way entry
High performance needs both: individuals at their best, and a team performing as one. We work across both.
Transformational
Real coaching surfaces the patterns that hold leaders back. Honest, sometimes uncomfortable, always worth it.
One for the leader. One for the team. Same operator-coach quality behind both.
The role is growing faster than your instincts.
Regular, confidential sessions with a coach who has sat in the executive seat: decisions, people, pressure.
You can usually feel it before you can name it.
Workshops and individual coaching on the real dynamics, so the team can be honest, accountable, and perform as one.
We work in quarters. Long enough to see real change, not a quick lift.
Diagnose
A confidential peer survey with up to 12 colleagues, co-designed with Clutch.
In session
Regular 1:1s on the real things: decisions, hard conversations, pressure.
Between sessions
Something to try after each call, and a coach who stays reachable.
The impact
Noticeable shifts within three months. Sharper decisions, calmer nights.
Operators who have sat in the executive seat, and trained to coach from it.
Every coach has held a C-suite or founder role. They coach from experience, not theory.
What leaders say.
I was in a fog. Loraine put precise words on what I couldn't articulate. From there, I was able to structure a clear vision of my organisation.
I was going through a particularly stressful period. I came away with clear options. And above all, they were mine.
I can't overestimate the amount of stress and pressure these sessions have released for me on mental and practical challenges I had been struggling with alone for many years. I've also enjoyed learning the many new tools and frameworks to help me navigate the numerous challenges that surface while scaling the business.
Working with Benoît as my leadership coach was the most impactful professional development experience I've had. Our sessions together helped me grow in confidence and improve my performance at work. This led to me securing a more senior role with additional responsibilities.
The things leaders ask us first.
What is executive coaching for founders?
A confidential 1:1 working relationship between a founder or CEO and a trained coach. At Squadra, coaches are C-suite operators who have sat in the executive seat. They understand the decisions, the pressure, and the loneliness of leading a startup. Sessions are regular, the work is practical, and the impact compounds over time.
What is the difference between 1:1 and team coaching?
1:1 coaching is for the individual founder or CEO. Team coaching is for the leadership team as a whole. Most coaching journeys start 1:1; team coaching is the natural extension when the CEO wants the team to level up too. Both use the same operator-coach quality.
How are Squadra coaches different from other executive coaches?
Squadra coaches are C-suite operators turned trained coaches. They have held senior roles at startups and worked with founders and CEOs through exits, pivots, and hard moments. They have led, not just read about leadership.
How long does a coaching engagement last?
We work in quarters. A typical engagement is three months, long enough to see real change rather than a quick lift. Most clients continue beyond the first quarter as the work deepens.
Does coaching start with an assessment?
Most engagements start with a confidential peer survey, co-designed with Clutch, across up to 12 people who work closely with the leader. It is optional: if you already have a 360, DISC, or another assessment, we work with that instead.
Tell us what's standing in your way.
The role you can't fill. The team that's stuck. Tell us the pressing need and Benoit will reply personally.