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Executive coaching is incredibly valuable to leaders, but it can be hard to access at the moment they need it the most. Take a client of mine, “Simon,” a capable and newly promoted executive in a consulting firm, who reached out to his leaders for support when a market downturn hit the firm. He’d been promised coaching, but the company withdrew funding for it just as his challenges multiplied: He needed an updated sales strategy and had inherited a demotivated team who faced the risk of redundancy and was left to navigate the tumult all on his own—at precisely the moment the stakes became highest.