Clients/Presentations have included:

ABC Disney

American Express

Association of Legal Administrators

Axinn, Veltrop, Harkrider, LLP

Bloomberg, LLP

​Carilion Clinic

Columbia University

Cowen and Company, LLC


Goldman Sachs

Harpo Productions

Harvard Business School, New York Club

Home Box Office - HBO

International Trademark Association

NATO, Joint Forces Training Center

New York City Bar Association

New York Life Investment Management

New York University, Poly

Pepsi, Women's Initiatives Network

QED Consulting

Shorenstein Realty Services

The CW Network

Time Warner Corporate

"Cindy is here to work her magic." ​  Laurie Younger, Former CFO, ABC Disney

The coaching relationship is built on partnership and trust. Confidentiality is absolute and must be accompanied by respect for the employer along with its mission and values. Individuals being coached vary greatly: new leaders, high potentials, seasoned executives, rainmakers/high performers, etc. Coaching is always an investment in highly valued professionals whether to enhance performance, resolve conflict, eliminate barriers to productivity or align presence and professional demonstration with the level of the position or the representation of the company image. Coaching is focused on development and excellence. It is always about communication enhancement and alignment of impact with intention. Incorporating wide-ranging feedback is a critical element of executive coaching. Cynthia Leeds Friedlander ensures confidential anonymous gathering and delivery of 360-degree feedback that is done in partnership with the person being coached.  The feedback is obtained through customized direct interview and the feedback is broken down and co-mingled to assure anonymity of provider and keep the focus on the feedback. 




1. What are your best assets?

2. How can you be more effective?

3. What deliverables or measurable outcomes do you want to achieve                 through coaching?

4. In what ways do you need to enhance your interactions with others?

5. To what extent and in what ways can others provide you with more                 information and direction to
 increase your motivation, your                           understanding of what is expected and your level of success and value?    
​    How realistic and or desirable is it that you can ask for and/or get this           from others?

6. What other comments,questions or concepts will add value to your                 understanding the coaching process?

7. What do you need to know about the coach or the coaching process in           order for you to make a commitment 
to coaching?

8. What do you think would be some common themes you would hear from           asking others for feedback about 
what they see as areas for you to be             coached on?

9. What is the single most important advice you would recommend to yourself      at this time?

​Executive Coaching