Nearly 13,000 hours coaching CEOs and executive teams at companies ranging from mid-market to large publicly traded firms. Not just a coach — a former CEO and P&L leader who has lived every seat at the table.
Every engagement is built around where your team actually is — not a generic program. From monthly retainer coaching to M&A advisory, David brings operator-level judgment to every engagement.
Bi-weekly or monthly sessions tailored to your current challenges — individual C-suite leaders and full executive teams, with dedicated CEO coaching beneath the surface.
Personally planned and facilitated. 90+ offsites across all company sizes. Designed so the CEO can be fully present — not wearing the facilitator hat — while driving real alignment.
Structured feedback processes that surface what leaders can't see about themselves. Delivered with the context of someone who has been in the room — not just reading a report.
Deep-dive evaluation of C-suite candidates grounded in 25+ years of leadership pattern recognition. Know who belongs at the table before they sit down.
Coaching and advisory through complex transactions — from deal diligence to integration leadership. 57 closed transactions across public, private, and PE-backed companies.
Published author and member of the Forbes Coaches Council — bringing thought leadership and a global network alongside hands-on coaching work.
Coaching provided to the entire executive team — with extra depth for the CEO on what's happening beneath the surface. Monthly or bi-weekly cadence. Video or in-person. The agenda is always yours; the insight is always David's.
David Turner is the founder and CEO of Velocity Now LLC, based in Denver, Colorado. With nearly 13,000 hours of C-suite coaching behind him, David brings something most coaches can't: he has been the CEO. He ran a $65M private equity-backed technology company, led a 123-person revenue team delivering $700M+ at DigitalGlobe, and drove P&L performance across public, private, and PE-backed firms for over a decade.
That operator experience means David doesn't just listen — he sees patterns. He has watched decisions play out over years of coaching and can provide insight that is only available when you've lived in the seat, not just coached from outside it.
"David has made a positive impact in coaching several of our executive team members and key high potentials. His experience in extracting self-awareness and instilling a passion to constantly learn and grow ultimately led to his coachees becoming better team members and leaders."
— EVP, Dice.comThere are thousands of coaches. Very few have closed 57 deals, run a PE-backed company, and coached 13,000+ hours across every major industry. Here's what that combination delivers.
Not "outside" coaching experience only. David has been a CEO, EVP, and P&L owner — which means coachees aren't explaining context, they're building on shared language.
Nearly 13,000 hours means David has seen most scenarios — and more importantly, has watched how they play out over years. That perspective is rare and hard to simulate.
By coaching the entire executive team — not just the CEO — David develops a picture of dynamics, misalignments, and blind spots that no single 1:1 relationship can surface.
Willing and capable of holding the difficult conversations that drive real change — grounded in the ripple-effect reality of decisions, not just what leaders want to hear.
I'm deeply grateful for you, David… Not just as a mentor, but as a true partner in this journey. Watching you conduct and harmonize the team these last two days was nothing short of magical — truthfully speaking. I've never seen anyone that can do what you do as effortlessly, and as effectively. It's a real gift, my friend, and it is absolutely an art. You pushed when it was needed, you steadied the room when it mattered most, and you never lost sight of the human element in all of it.
"Before the end of the year, I wanted to take a moment to acknowledge the very material difference you made for us as a company and for me as a CEO. Every Monday I look back at the prior week and write down what I'm most grateful for — and your name made the list several times this year. You give me visibility I would not otherwise have, you shorten my learning curve tremendously, and you definitely make us much healthier as an organization."
"You have made a huge difference in my professional and work life. The number of ways I have grown with your coaching are too many to count. Care, But Not Too Much. Relationships and Values Trump Results. All of them stuck — and I am simply a better man due to the time and space we have spent together. Thank you, my friend."
"I wanted to call out one thing that draws a very clear line across the three executive coaches I have had in my career. The point that the coach has to genuinely care and have empathy. Something about hearing that establishes trust — and that is key to being vulnerable and open to really learn and evaluate what is going on with yourself."
"Zero regrets about my time invested with David and the value provided. If I did have a regret, it would only be that I wish I would have brought David into my business many years ago."
Pleasure with Purpose.
That is what great executive coaching produces — and what every client of David's is working toward.
The people who shaped my coaching didn't give me frameworks. They gave me moments — specific, uncomfortable, occasionally costly — that I've been unpacking ever since. Every framework in this library has a source. These four people are most of it.
The 4 Cs framework exists because of him. Twenty-five years of watching someone operate calm, cool, collected, and consistent — under real pressure, never too high, never too low. He was the model I've been trying to replicate and teach ever since. The reason I filter for those qualities above almost everything else when evaluating a leader isn't theoretical. I grew up watching what it produces in a person's life. The lineage is intentional.
The first CEO I worked for who proved the 4 Cs could scale to the top of a publicly traded company. He showed me that character and performance weren't in tension — in the best leaders, they're the same thing. He also gave me the line I've used more than any other in 25 years of coaching: "Find a way for your work to be pleasure with a purpose." Not happiness. Not fulfillment. The specific intersection where what you do and why you do it finally collapse into the same thing.
Jeff saw me before I saw myself — four times, across a decade. His Friday praise email became a framework. His "wait 45 days" became a framework. His gift of an executive coach at the 2006 IPO became 432 hours of the best investment anyone has ever made in my development. And his push toward a P&L role I turned down cost me five years of compounding and made me the chess coach I am today. He left me with this: "You are the best people leader I have ever seen in my career." Words I'm still trying to earn every day.
Jeff handed me John Padgett at the 2006 IPO. Four hours a month for nine years — 432 hours from someone who had operated at the highest level of this craft. I came prepared to every session. Hyper-present. Copious notes. Owned the agenda. Treated every minute of it like the luckiest man on earth. Because I was. He pushed me on talent decisions I was rationalizing — C-players I was keeping because they were "good enough." Looking back on the calls I finally made because of those conversations: they changed everything. The coachee disciplines I ask of my clients today are the same ones I practiced for nine years on the receiving end of this work.
I get an hour from you. I used to get four — and I treated every minute of it like the luckiest man on earth. That hour is going to count.
Over 13,000 coaching hours produce more than insight — they produce repeatable frameworks. David has codified his most powerful approaches into a proprietary library of in-the-moment coaching tools — the kind you reach for when the meeting is starting in ten minutes and the stakes are real.
Explore the Framework Library →Every leader believes they give adequate recognition. Very few give meaningful praise. The gap between those two statements is where engagement is lost. Fifteen minutes a week. Zero risk. Transformational results — if you actually do it.
Download the Framework PDFWhether you're a CEO looking for a trusted thought partner, or a leadership team that needs alignment and momentum — start here.