Precision career decisions for the C-suite.
Executive career decision facilitation
When the decision
will not resolve
itself.
Structured decision facilitation for
executives deciding whether to stay,
leave, or change scope.
The challenge
Your own career is different.
At senior levels, it can be harder to find an objective perspective on your own career.
You are used to making complex decisions at the highest level of your profession. But a decision about your own career is different.
The consequences are personal, and the people closest to the decision may have their own concerns, preferences, or interests.
When you have the necessary information but the decision remains unresolved, another opinion is not always what is missing. A neutral process can make the options and trade-offs easier to see.
The solution
Objective Career Decision
Facilitation
The Executive Decision provides private, structured facilitation for executives facing a significant career decision.
This is not coaching, counselling, or consulting. It is a focused examination of the decision, the available options, and the consequences attached to each one.
Your Defining Move is a clear, reasoned conclusion about your career decision, captured in writing, with a specific action and timeframe.
The process separates what you know from what you are assuming and clarifies what each option offers and requires. You reach your own conclusion.
Facts
Assumptions
Trade-offs
Defining Move
The process
Prepare. Deconstruct. Resolve.
01
Prepare
After securing your session, you complete The Brief. Its purpose is to capture the decision that needs to be made, the options you are considering, the facts and limits that affect them, and what reaching a conclusion would allow you to do. Your responses are reviewed by Christine before the session.
02
Deconstruct
During the private facilitation session, we examine what you know, any assumptions, and what remains uncertain. We identify what each option offers, costs, protects, and requires you to give up.
03
Resolve
The options are tested against the facts, priorities, limits and consequences that matter to you. Your Defining Move captures your conclusion, reasons, accepted trade-offs and next action in writing. You review it with Christine before she emails you a copy.
An example
A bigger role looked like less control.
A CEO has an offer to lead a larger company. The role offers the resources and responsibility he wants, but its formal board reporting makes him hesitate.
In his current company, he has longstanding relationships and direct access to the chair. Leaving feels like giving up influence he has spent years building. He also wants to finish work already underway.
He has reviewed the offer and knows the terms. More information has not settled the decision.
This is a fictional example of how a session might work.
What kept the comparison going in circles
When considering the new role, he focuses on its restrictions and the uncertainty of working with a new board.
When considering staying, he focuses on familiar relationships and what he still hopes to accomplish.
Those comparisons keep producing different answers.
What the session brings into focus
Christine asks him to work through actual decisions in his current role and the arrangements he has confirmed for the new one.
A distinction emerges. Being able to call his current chair does not always mean having authority to act. Important decisions are repeatedly reopened.
The new role requires more formal reporting, but gives him clearer authority within an agreed mandate. He had been treating reporting requirements as evidence that he would have less control.
He also examines his unfinished commitments. He wants to leave responsibly; he does not want to lead another full phase of the business.
How the session ends
He chooses to accept the new role. His reasons concern the work, resources and authority it offers. He recognizes that building trust with the new board will still take time.
Christine puts his decision, reasons and next steps in writing: respond before the offer deadline and propose a handover timetable.
The evidence
“I had considered the decision from different sides, but I kept coming back to the same arguments. The process separated the facts from a strong bias I wasn't able to see. It also clarified the give-and-take required. I left with a decision that made sense and that I was prepared to act on.”
Senior Executive Client · Read more client experiences
The next step
Is your decision ready for facilitation?
The Suitability Check determines whether:
Something important
needs to be clarified
first
You need information from another professional before proceeding
Christine Booth
Founder and Principal
Decision Facilitator
Christine has worked in career and work transition since 2001. Her experience spans career counselling, vocational rehabilitation, program design and career education technology, including work with Randstad RiseSmart, Crawford & Company, the Workplace Safety and Insurance Board (WSIB), and Mohawk College.
With postgraduate training in Career and Work Counselling, she brings a career-focused perspective to choices shaped by competing priorities, practical constraints and consequences beyond the role itself.
At The Executive Decision, Christine works with executives who have realistic options and the relevant information but still cannot settle a significant career decision. She examines their reasoning, tests assumptions and makes the trade-offs explicit, while the decision remains theirs.
The newsletter
Executive career
decisions examined
On the first Tuesday of the month, I send The Defining Move, a brief examination of the professional choices that shape a career in the C-suite.
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These are not generic career tips. They are observations drawn from my work facilitating career decisions with senior executives.
Subscribe to
The Defining Move
Each issue explores a different aspect of the thinking behind professional choices that can carry consequences far beyond the role itself.