David Bolz

30+ years as a Senior Human Resources Business Partner at Morgan Stanley, BlackRock, Delaware North, Lincoln Financial, and Commonwealth Edison. He hired nearly 1,100 people, placed approximately 400 interns, was in the room for approximately 980 promotions from analyst to senior vice president, and coached and mentored nearly 1,350 leaders. He brings seasoned judgment, practical insight, and a calm, steady presence to every coaching conversation.

People at four points in a career: students and recent grads looking to get hired, professionals changing careers, high performers who aren't moving up, and leaders who want a mentor in their corner. Most coaching happens by phone or video, so he works with clients across the United States, and in person in Buffalo, NY.

You meet once a week for about an hour, and he's a text away between sessions. All you need to do is be open and honest about where you are, your strengths, and your roadblocks, and he will guide you from there. There are deadlines between sessions so the work gets done, and what you tell him stays between you.

He guides clients through a proven networking approach built on structured outreach, purposeful informational conversations, and a weekly plan that keeps progress focused and sustainable. The goal is steady forward motion you can actually maintain.

Career pivots, leadership challenges, performance reviews, layoffs, and job-search fatigue. David simplifies the complexity that comes with each so clients can name what they actually want and build a plan to get there.

Yes. Your annual review shapes your raise and your next step, so it's worth walking in ready. David spent 30+ years as the HR partner to the leaders writing those reviews, and he knows what they look for. Together you gather your results, write them up for the people who decide, and rehearse the conversation, including what to ask for next.

Yes. Giving a review well is a skill, especially when the news is hard. David co-authored The Top Performer's Guide to Conflict, has been in those rooms for 30+ years, and has coached and mentored nearly 1,350 leaders. He helps managers plan each review, say the hard part clearly, and keep the conversation constructive.

GROWS is a five-step method for difficult conversations: Gather, Reflect, Own, Want, and Strategize. David developed it with Dr. Tim Ursiny for their book, The Top Performer's Guide to Conflict (Sourcebooks, 2007), and uses it with clients preparing for performance reviews and other hard conversations. See how it works in his performance review guide →

Yes. David has experienced corporate downsizing and knows the confusion and doubt that comes with it. He also knows what it feels like to emerge with greater purpose and direction. That lived experience shows up in every coaching conversation.

Master of Public Administration from Indiana University, and a bachelor's degree from Canisius University. Certifications in DISC and 12 Driving Forces. Co-author of The Top Performer's Guide to Conflict.

He has held leadership roles with the Parkside Community Association and Joseph's People, an ecumenical career-transition nonprofit. In both, he strengthened community identity through service, collaboration, and steady, people-centered leadership.