The burnout that doesn’t show
Still performing. Which is why no one has stepped in, including you.
Licensed clinician · Executive coach · Wharton · Former Fortune 500 executive
Deepcrest Leadership executive coaching. Your next level
is psychological.
Executive coaching for leaders in consulting, banking and finance, law, technology and start-ups, and the CEOs and founders who run them. From a licensed clinician who spent her first career in senior roles at Fortune 500 companies. I see the patterns driving your performance, and I know what is at stake when you change them.
01 / 03Spiral stair, Getty Center
Licensed clinician, executive coach, Wharton, former Fortune 500 executive, featured in Newsweek, LMFT 140374.
Lead from depth. Rise to the crest.
Why Deepcrest
Most coaching works on the crest: the visible part of how you lead. The meeting, the metrics, the next title.
The work that lasts happens deeper, in the patterns that drive the overwork, the avoidance and the decisions that keep sitting. Deepcrest is coaching that starts there, so what shows at the top changes and holds.
(02) Surface / Beneath
Everyone sees the surface. I work beneath it.
Beneath
- Sleeping five hours.
- Rehearsing the resignation.
- Hasn’t told anyone.
Drag the line, or use the arrow keysClinical training is the difference between coaching the surface and changing what’s underneath.
(03) Who it’s for
For the people everyone else relies on.
Senior executives
VPs, SVPs and the C-suite. Responsible for a great deal, with very few people left who can hear the real version.
Rising leaders
One step from the role you want, and unsure what is actually standing between you and it.
Founders and CEOs
Building something that depends on you, at a pace you can no longer sustain alone.
The next promotion
What is actually in the way, said plainly. Then the work to close it.
Presence and authority
Why the room responds to you the way it does, and what to change.
Boundaries that hold
Not a calendar trick. Why you keep saying yes.
The transition
New role, new scope. The first ninety days decide the next three years.
The isolation at the top
For the leader with no one left who hears the real version.
(05) The difference
Anyone can call themselves a coach.
Most coaches
Lisa Chen
No license required
LMFT #140374
No licensing board
Licensed and accountable
Training optional
Supervised clinical training
Advice from the outside
The corner office, from the inside
Coaching is not therapy. No diagnosis, no treatment plan, not covered by insurance. If something clinical comes up, I’ll say so and refer you to someone else. How I keep them apart →
(06) Beneath
Most coaches work with what you hand them. I’m trained to hear what you don’t.
The clinician
Licensed to read the pattern under the story: the one driving the overwork, the avoidance, the thing you already decided to stop doing.
The operator
A first career that began in investment banking and trading and ran through senior roles at Fortune 500 companies. I know what the pressure costs, from the inside.
The result
We get to the real thing sooner, so the work moves faster, and you know when something isn’t a coaching problem at all.
(07) Process
Three steps. No mystery.
- Step 01 · 20 minutes
A real conversation
No charge. You describe what’s actually happening. I tell you honestly whether this is coaching, therapy or neither.
- Step 02 · Week one
The read
A structured intake and, where useful, a stakeholder 360. You leave with a written account of the pattern.
- Step 03 · Ongoing
The work
Twice-monthly sessions, access between them, a defined review at ninety days. If it isn’t working, we stop.
(08) Engagements
Structured work. A defined end.
One dayStrategy Dayfor one decision
A full day on the one decision that has been sitting on you for months.
- Pre-work interview
- A full day, LA or remote
- Written plan within 48 hours
- Follow-up at 30 days
Three monthsThe Resetbefore it’s a resignation
For the leader running on empty who needs it addressed now.
- Intake and written read
- Six sessions over twelve weeks
- Access between sessions
- Closing review and plan
Six monthsThe Partnershipthrough the step up
Sustained work through a promotion, a transition or a bigger scope.
- Intake and optional 360
- Twelve sessions over six months
- Access between sessions
- Formal review at ninety days
(09) Lisa Chen
Two careers. One question.
“Why do the most capable people quietly run out of room? I asked it inside Fortune 500 companies, and trained as a clinician to answer it.” About Lisa →
(10) Insights
Writing for people who don’t have time to read.
(11) Questions
What leaders ask first.
What is executive coaching?
Executive coaching is a structured, confidential engagement that helps a senior leader change how they lead and work: the decisions they avoid, the way they show up in the room, the pace they can sustain. It is performance work with defined goals and a defined end, not open-ended conversation.
How is this different from therapy?
Coaching works on performance and leadership, with goals agreed at the start. Therapy treats mental health. I am licensed as a therapist, which is exactly why I keep the two apart: if something clinical comes up, I say so and refer you to someone else.
Who do you work with?
Leaders across consulting, banking and finance, law, technology and start-ups: CEOs and the C-suite, partners, VPs and SVPs, rising leaders one step from the role they want, and founders carrying a company that depends on them.
Do you work remotely?
Yes. Most sessions are by video, nationwide. In-person sessions are available in Los Angeles.
Can my company pay for coaching?
Yes. Many engagements are sponsored by the employer. Goals are agreed with the sponsor; what is said in sessions stays private.
Clear water. Open air.
A confidential room to think, with someone trained to hear what you’re not saying.
Book 20 minutes.
No charge, no pitch. By the end of the call you’ll know whether this is the right work, and if it isn’t, where to go instead.
Book a consultation