Rob Williams

Wilton, CT

Rob Williams

Partner and Chief Growth Officer

Rob believes that helping leaders understand their unique strengths allows them to become more intentional in their actions, better identify their mission, and articulate a compelling vision to their teams.With over 25 years of leadership experience, Rob guides leaders on a path of self-discovery and inquiry to assist them in raising their performance and overall effectiveness. He knows that great leadership comes from those who present as fully authentic, deeply compassionate, transparent, and committed to their team’s success.

Rob has worked with leaders who have gone on to hold senior and C-suite positions at some of the largest media companies in the world including iHeart Media, Spotify, Pandora, Google, and Facebook. He has also coached leaders in other industries including manufacturing and fintech, among others.

Rob earned his executive coaching credentials (CCPEC) through the Columbia University Coaching Center of Excellence. The CCPEC credential is the highest level of achievement offered by the program.

Favorite Quote

Intention is more powerful than willpower. Willpower, the power of the ego, gets results, sometimes unintended. By comparison, intention is soul power, a spiritual commitment and energy. It elicits unseen forces in service of the purpose and vision that wants to come through us and through our leadership.”

The War of Art by Steven Pressfield

Pressfield captures the truth that we have so much power to create the change we desire. Tapping into our “Soul power” connects us to the forces of positivity and providence.

Get to Know Me

  • Leadership Coach, Consultant, and Executive Advisor
  • Former Townsquare Media Executive
  • Former Clear Channel Radio Executive
  • Columbia University Coaching Center of Excellence
  • Tulane University, B.A. with Honors
  • Endurance athlete and avid golfer
  • Guardian Revival’s Athlete Hall of Fame

Memorable Moments

Cresting the Colorado Rockies at Wolf Creek Pass (Elev. 10,857 ft) along the Continental Divide just around Midnight on my birthday in 2022 with my Race Across America Team.


Embrace the opportunity to grow your brand and reputation as a company that truly invests in helping employees grow their capabilities – even and especially during an employee off boarding experience. When viewed through the development lens, this is a valuable opportunity for employers to learn and improve organizational and people development practices, build brand ambassadors, and enable departing employees to reflect on gains in skills and capabilities.


Facilitate strategic conversations with senior leaders to explore and define ways conscious people development can be integrated into the culture and daily workflow to power your business, your people, and your employer brand. 


Incorporate learning and development objectives into retention activities to prepare employees for new roles and opportunities. This can be done through engagement and feedback surveys, recognition and rewards programs, promotion, succession planning, and more.

Social Contribution

“Build it so they will want to come, flourish, and stay, knowing that someday they may leave.

Thus, it is imperative to define what you want them to say about their growth experience with your organization and what you want the outside world to say about how you invest in and contribute capable people to society.”

-Ed Offterdinger & Catherine Allen
Conscious, Capable, and Ready to Contribute. (p. 173)

Integrated Capability Development and Performance Management

Integrate learning, growth, and capability development goals and activities into your performance management rather than relying on day-to-day responsibilities alone to create a more engaging, productive, and helpful process.


Adapt onboarding to set new hires up for success in a continuous learning environment through orientation activities that introduce the principles and practices that support everyday learning and development for each employee.


Integrate practices, principles, and tools to better evaluate a candidate’s orientation to continuous learning and development as a factor in their overall fit for a position. This provides:

  • Improved candidate interviewing, assessment and selection practices
  • Better candidate selections with learning and growth mindset
  • An early introduction to your company’s development culture focus


Embed messages about commitment to people development to attract your ideal candidates.