New Path Consulting

Executive Coaching

Executive Coaching for CEOs and Senior Executives

Rigorous, confidential coaching for leaders operating at the highest levels of organizational complexity.

Who We Coach

New Path Consulting works with CEOs, C-suite executives, and senior leaders who are navigating consequential transitions, managing high-stakes complexity, or seeking to operate at a fundamentally higher level of effectiveness.

Our clients are not struggling leaders. They are accomplished executives who recognize that the demands of enterprise leadership require continuous development — and that the most effective leaders invest in themselves with the same rigor they bring to their organizations.

We work with leaders in private equity-backed companies, publicly traded corporations, nonprofits, and high-growth private businesses. Our engagements are national in scope, with deep roots in Austin and Central Texas.

Situations That Typically Trigger an Engagement

  • Transition into a new CEO or C-suite role
  • Inherited or underperforming executive team
  • Rapid organizational growth outpacing leadership capacity
  • Board or investor pressure on leadership performance
  • Significant strategic pivot or organizational restructuring
  • Derailing behavior or leadership blind spots identified through 360 feedback
  • Succession planning and next-level leadership development
  • Desire to extend leadership longevity and sustainable performance

Our Philosophy

Effective executive coaching is not advice-giving, mentoring, or consulting. It is a rigorous developmental process grounded in psychological science, organizational dynamics, and the specific context of the leader being coached.

Corinne Mason brings a PhD in Industrial Organizational Psychology and more than 35 years of experience to every engagement. That combination — deep psychological expertise and real-world leadership experience — produces coaching that is both intellectually rigorous and practically grounded.

We believe that lasting leadership change requires insight, accountability, and practice. Insight without accountability produces awareness without change. Accountability without insight produces compliance without growth. Our methodology integrates both.

Methodology and Assessments

We use a structured, evidence-based approach that begins with comprehensive assessment and ends with measurable outcomes. Depending on the engagement, assessments may include 360-degree feedback instruments, leadership style inventories, emotional intelligence assessments, and stakeholder interviews.

Where appropriate, we incorporate equine-assisted coaching — a distinctive and powerful experiential method that provides immediate, unfiltered feedback on a leader's communication, presence, and emotional regulation in ways that traditional coaching cannot replicate.

  • 360-degree feedback and stakeholder interviews
  • Leadership Circle Profile
  • Emotional intelligence assessments
  • Team Diagnostic Survey
  • Equine-assisted experiential sessions (where appropriate)

Typical Engagement Structure

1

Discovery

Stakeholder interviews, assessment administration, and context-setting conversations to establish a clear picture of the leader's situation, goals, and development priorities.

2

Goal Setting

Collaborative development of a coaching charter that defines specific, measurable outcomes and the timeframe for achieving them.

3

Coaching

Regular one-on-one sessions, typically bi-weekly, with between-session assignments, reflection exercises, and real-world application of new behaviors.

4

Stakeholder Integration

Periodic check-ins with sponsors, HR partners, or board members to ensure alignment and reinforce development in the organizational context.

5

Measurement and Closure

Formal reassessment against original goals, documentation of outcomes, and transition planning to sustain development beyond the engagement.

What Clients Achieve

  • Sharper strategic clarity and more decisive leadership
  • Stronger executive presence and organizational influence
  • More effective executive team performance
  • Improved board and stakeholder relationships
  • Greater resilience under sustained pressure
  • Reduced derailing behaviors identified through assessment

Begin the Conversation

Engagements begin with a confidential discovery conversation. There is no obligation and no sales process.