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Executive Coaching Overview

Jordan Goldrich partners with senior executives to drive results while developing their team, their organization, and the next generation of leaders. A Chief Operations Officer and Master Corporate Executive Coach, he has over 35 years’ experience working successfully with Fortune 500 Companies, closely held and family owned businesses, government and non-profit organizations. His executive coaching clients benefit from both his knowledge of management and his ability to apply lean and agile methodology to the c-suite culture.

Jordan volunteers as an executive coach with The Honor Foundation to help Navy Seals and other Special Operations Forces transition to civilian life. He has an international network of executive coaches who have been trained in his model and are available for in-person, video conference or telephone consultation or coaching.

changing their impact and increasing their effectiveness. He is the co-author of Workplace Warrior: People Skills For the No-Bullshit Executive.”

Jordan has a specialty assisting valuable executives who are experienced as abrasive or bullies to be authentic while 


Jordan Goldrich provides a unique perspective on executives who are labelled as abrasive or bullies. He believes that the majority of them have what he refers to as a warrior spirit that we need in these volatile and uncertain times. These executives share many of the commitments of the greatest warriors on the planet, The Navy Seals, Marine Raiders, Green Berets and our other special operations forces.

  • Workplace Warrior: A unique perspective on abrasiveness and bullying
    Most people who write and speak about executives who are labelled abrasive or bullies call them use names like jerk, hyena, or more colorful terms. Calling people demeaning names because you want them to be more respectful is ironic if not hypocritical. More importantly, calling them names obscures that they have a warrior spirit which is critical in our volatile, uncertain and rapidly changing environment. And, calling them names is not a compassionate or effective approach to working with them. Learning objectives include how to: Establish trust and respect Leverage their warrior spirit Challenge them to be better warriors than they already are Manage the risk they represent Increase the probability of keeping valuable executives on the team
  • How To Speak Powerfully Without Damaging Relationships
    Speaking powerfully without damaging relationships is a methodology for telling the truth while minimizing the probability that people will react negatively enough to create long-term damage. The ability to give negative feedback a critical factor for leadership success. This model is clear and direct without stepping over the line to abrasiveness or bullying. Learning objectives include how to: Manage frustration, anger, conflict avoidance or concern about being too harsh Frame the conversation Clearly describe the person’s behavior and impact Provide an opportunity for input Close the conversation
  • How To Coach Executives Identified As Abrasive Or Bullies
    Human Resources personnel, executive coaches and business consultants and trainers will hear a unique perspective for establishing trust and credibility with executives identified as abrasive or bullies. These executives provoke strong reactions and most of the literature calls them demeaning names like jerk, narcissist and more colorful terms. They are a challenge for many executive coaches. Using the ethos of the Navy SEALs, Jordan Goldrich, MCEC, discusses how to leverage what he views as their Warrior Spirit and challenge them to take their leadership to a higher level. Learning Objectives: How to establish trust and credibility with these executives Describe the characteristics of a warrior applicable to people of all backgrounds and genders Identify the drivers of behavior that is identified as abrasive or bullying Review an effective structure for coaching these executives
  • How To Be 100% Successful In Conversations About Serious Performance Issues
    Most managers spend more time with problem employees than with their top performers. This decreases their ability to create team alignment and commitment. Disciplinary conversations are often avoided so as not to discourage or overwhelm someone or add on to the load of someone with significant personal problems. The result for the employee is that they are not warned that they are heading towards a cliff with enough time to change course. At the core- most managers think of themselves as good, compassionate people and are uncomfortable with a conversation they think might be unduly harsh and critical. Learning Objectives Understand the line between normal and serious performance conversations and coaching Choose the right goal: How to be 100% successful How to avoid the managers’ trap How to frame the conversation How to compassionately provide contingency feedback
  • How To Enjoy, Thrive Or At Least Survive An Abrasive Boss"
    This program is for people who are spoken to and managed in a way that a reasonable person would agree is disrespectful, demeaning, threatening, humiliating and intimidating? It is also for the people who support them. Jordan Goldrich was experienced as an overly direct and tactless executive and made the commitment to change. This program provides tips for how you can enjoy, thrive or, at least survive working with and for people who are called abrasive or bullies. Learning objectives include how to: Think of yourself as a target rather than a victim Not take it personally Appreciate their warrior spirit Stand on solid emotional ground Cultivate compassion for people you don’t think deserve it
  • Productive Conflict Management
    Well-managed conflict leads to creativity, innovation and positive business results. Poorly managed conflict costs the organization in terms of money, quality, customer satisfaction, and employee retention. Learning Objectives Include how to: Define and describe the causes of workplace conflict Identify and implement five techniques for managing strong emotions Utilize an internal customer-service approach to gaining buy-in and cooperation Be 100% successful in conversations about serious performance issues (The primary conflict in the workplace)

He leverages his background as a chief operations officer, partner with CUSTOMatrix, Inc., executive coach with the Center For Creative Leadership and other international organizations, trainer and licensed clinical social worker to provide a clear mindset and a concrete system for taking the actions they need to take.  Speaking, consulting and training topics include:

Jordan shows these workplace warriors how to be completely authentic while still making the shifts in their communication style necessary to comply with what they often think are unreasonable demands of an over-protective culture.

Executive Coaching Qualifications

Jordan Goldrich has earned the designation of Master Corporate Executive Coach (MCEC) from the MEECO Leadership Institute ( ). He is on the executive advisory committee of the Association for Corporate Executive Coaches (  He is a Professional Certified Coach with the International Coach Federation ( 

Goldrich is an executive coach with the Center For Creative Leadership (CCL). In that role he participates as an evaluator of 

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applicants to become an executive coach with the Center. After selection, he functions in the onboarding process. He has coached hundreds of executives from the Center’s clients such as Ford, Fisher Investments, Southern California Edison, Cenovus, Valspar, ViaSat, Sodexo, the Federal Government and the United States Military.

He completed the “Executive Challenge Program—Global Strategic Leadership” at San Diego State University, College of Extended Studies. He received his professional coach training at The Coaches Training Institute, San Rafael, California. 

As Chief Operations Officer of a healthcare company, he was instrumental in creating an 800% increase in revenue over seven years, attaining a California Knox-Keene license and executing an acquisition by WellPoint Health Networks a Fortune 500 Company, now Anthem.  He created a customer driven culture and utilized cross-functional team problem solving methods rooted in what is now known as Lean and Six Sigma or the Toyota Method.


Jordan believes that the most effective executive coaches provide a mixture of coaching, consulting and mentoring. Similar to other types of coaches, they ask  powerful questions to help executives identify and articulate who they are and what they  stand for (their why). And, they help executives design their future.

They are also willing to share their deep expertise in business, leadership, human development, psychology, etc. When an executive doesn’t know what they don’t know, these master coaches are able to teach models, processes, and skills. They do not tell their clients what to do. They provide the 

information and options to help their clients make more effective decisions and choices. 

Jordan creates a safe, confidential environment for senior executives to identify their strengths and challenges. He helps them identify and articulate who they are and what they stand for (core values or their “why”). He conducts interviews to ascertain the perceptions and expectations of key stakeholders. He helps his clients select one or two powerful leadership development goals. 

He encourages his clients to implement  Marshall Goldsmith’s Feed Forward process so they directly change their relationships with their stakeholders. Executives who engage in Feed Forward demonstrate humility, courage, respect, and commitment to results. They model behavior necessary to build a coaching culture.

Jordan offers leading edge business and leadership models, processes and skills when applicable. These include the application of Lean and Agile methodology to senior executive teams.

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Jordan Goldrich helps leaders build shared vision, alignment and commitment on their teams. This process involves both facilitation and executive coaching. He designed and coordinated the Certificate Program in “Coaching for Organizational Excellence” for San Diego State University. The program consisted of six, twenty-eight-hour courses which were approved for Continuing Education Credits for California licensed therapists and by the International Coach Federation.


Jordan designed and has facilitated the Leadership Academy of the San Diego community College District which has been delivered successfully for over eight years.

He has delivered hundreds of training sessions for corporations, closely held companies and non-profit, government, and academic organizations.

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