Meet the Coach: Interview with Executive Career Coach Linda Williams

As an executive career coach for Careerminds, Linda Williams has brought over 25 years of experience as a senior-level executive in operations, sales and marketing, training and development, and actuarial sciences, as well as in executive, business, and career coaching. She uses this expertise to introduce new ways of thinking and acting that impact organizations and professionals all over the world by changing attitudes, improving relationships, breaking down barriers, and overcoming resistance to change. Her leadership guidance and dedication to her clients’ success lead to both fast and long-lasting results.

Linda has held many key leadership roles throughout her career, including vice president at four major health insurance companies, director of business development and executive coaching at VoicePro, and director of three professional development centers at Bryant & Stratton College. As an entrepreneur, she founded and leads her own coaching and consulting firm, where she helps clients build fulfilling personal and professional lives.

A respected keynote speaker and thought leader, Linda is dedicated to inspiring change in businesses and individuals alike. She is an active member of the Cleveland Coaching Federation, the International Coaching Federation, and the American Society for Training and Development.

In this interview, Linda shares her insights on career development, transitions, and outplacement.

Before joining Careerminds, I was an executive in the health insurance industry. Initially, I trained as a respiratory therapist, but I quickly realized that wasn’t the right path for me. I then transitioned into working at Blue Cross Blue Shield in Tennessee, where I helped improve their processes for screening pre-existing conditions.

That experience led me to a pivotal role—developing a health insurance program for small businesses. I was one of only four people in the US working on this initiative, creating insurance packages that made coverage more accessible for small businesses while ensuring profitability for insurance providers.

From there, my career evolved into helping companies build and fix divisions. I moved every two years, taking on roles where I either launched new divisions or turned around struggling ones. One defining moment was being tasked with growing a health insurance division to $2.7 billion within three years. I was fortunate to work under a phenomenal CEO who gave me full autonomy, and we achieved our goal while also creating career growth opportunities for every team member.

But even with all of that success, I felt a deeper calling. I became a certified executive coach while still in my corporate role because I wanted to guide others in career development and leadership growth. That desire ultimately led me to leave corporate America in pursuit of more meaningful work.

I had a persistent, nagging feeling that there was something more for me. I wanted to do work that felt purposeful and impactful on a personal level.

After leaving corporate, I spent a year working with law firms, helping them win cases for individuals who had been wronged by insurance companies. That was my way of giving back. From there, I began partnering with large consulting firms like Accenture and EY, helping their employees develop leadership skills and career strategies.

In 2008, I started my own consulting practice with two main goals: helping people navigate career transitions, and guiding them to live life on purpose. For many business leaders, that meant defining their leadership capabilities and aligning their careers with their true purpose.

I saw too many people losing themselves in their careers. They were getting stuck in roles that felt “safe” rather than pursuing opportunities that aligned with their true strengths and passions. Some didn’t know what other options were available, and others simply didn’t have a roadmap to get where they wanted to be.

I realized that, even in my own career, there were moments where I veered off course from my true purpose. I wanted to help others avoid that and ensure that they’re building careers aligned with their unique gifts and aspirations.

Coaching isn’t just about career advice; it’s about supporting the whole person. A truly effective career transition process requires a holistic approach.

When I work with someone, I take the time to understand their journey—where they’ve been, where they are now, and where they want to go. Then, I help them chart a path to get there, tailoring my approach to their individual needs.

No two people are alike, and no two career paths are the same. That’s what makes coaching so rewarding. It’s not just about helping someone land a job; it’s about ensuring that they’re stepping into roles that align with their purpose and bring them fulfillment.

I always tell people that while a job transition can be an emotional and difficult time, it often turns out to be a gift. That can be hard to hear at first, but in my experience, 95 percent of the people I work with end up in a better place. It’s not that their previous job was bad, but rather that they weren’t meant to stay there forever.

A layoff or career transition forces people to pause and ask, “Where am I? Where do I want to go? And how do I get there?” The key is to see the transition as an opportunity for growth, not just as a means to find another job.

At Careerminds, we support people in three different ways, depending on their goals:

1. Full job transition support: Helping them secure their next full-time role.

2. Small business or consulting foundations: Guiding them in setting up their own business or consulting practice.

3. Retirement planning: Assisting those who want to transition into partial or full retirement with purpose-driven goals.

Regardless of the path they choose, we approach the process holistically—exploring possibilities, building a marketing plan, and setting clear goals to make the most of their transition.

If you’re interested in learning more about Careerminds’ industry-leading outplacement services and how we stack up against other providers—including our comprehensive list of program services, competitive participant-to-coach ratio, lowest fees, superior responsiveness, professionalism, and results—click below to download our free outplacement comparison sheet.

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That’s a great question! I think the definition of retirement is evolving. A decade ago, retirement meant completely stopping work. Now, most executives I work with aren’t looking to fully retire—they’re looking for meaningful ways to stay engaged.

Some of the most common retirement career paths include:

• Board opportunities: Many executives aim to serve on corporate or nonprofit boards. We help them understand what qualifications are needed, how to find opportunities, and how to prepare for board roles.
• Consulting or project-based work: Some professionals enjoy aspects of their previous career and want to continue on their terms. We assist with setting up the right legal entity and defining their services, pricing, and business development.
• Nonprofit or volunteer work: Some people choose to give back by working with nonprofits, either part-time or as volunteers.
• Relocating for a fresh start: Others decide to move to a new country or city, immersing themselves in a different culture before deciding their next steps.
• Pursuing a passion: Some finally take the time to pursue long-held dreams, whether that’s writing, teaching, traveling, or launching a new hobby as a side business.

The beauty of today’s retirement is that it’s no longer a one-size-fits-all concept. Whether someone wants to keep working, start a business, or focus on personal goals, the possibilities are endless.

Absolutely. Many people no longer see work as something they’ll do for the rest of their lives in the same way. Some people have to work, but the way we approach work is shifting. The problem is, our systems and marketing messages haven’t fully updated to reflect this new reality.

Having guidance at that stage in life is crucial. Retirement isn’t just about stopping work; it’s about redefining life. Research shows that if people don’t have a solid plan for their next phase, their health can decline within a year of retiring. So, tying physical health, mental health, and goals together is critical. People need to see that they still have value, can contribute meaningfully, and still have gifts to offer.

There are many, but one that stands out is my experience working with someone who had come from a very unhealthy job situation. They’d been in turmoil, and the job loss was taking an emotional toll on them. For this person, every day was tough. There were tears, stress, and even physical sickness from the emotional burden of job loss. 

But despite that, they pushed forward, even when they weren’t sure what was next. Eventually, they transitioned from a prestigious corporate role into a significant position at a nonprofit, helping individuals with organ donation.

They never thought a job like that was possible for them, coming from a completely different industry. They had no nonprofit experience, so they assumed they wouldn’t be considered. A lot of job seekers think that way. They see the competition—people with direct industry experience—and believe they don’t stand a chance.

But they put in the effort, stayed open to possibilities, and found something that gave them deep fulfillment. When I checked in with them recently, their happiness was off the charts.

The key is learning how to connect with people and tell your story in a compelling way. No matter how interviews are structured, being able to engage authentically, highlight your unique value, and explain how your experience translates is critical. Storytelling is powerful. Even if you don’t check every box on paper, if you can demonstrate your ability to contribute, solve problems, and fit within the team, you have a strong chance.

In fact, if you meet 75 percent of the job’s requirements, there’s no reason not to go for it. Success isn’t just about experience; it’s about showing confidence, engagement, and the ability to bring solutions to the table.

Employers today are more connected to the aftermath of letting someone go. In the past, companies would provide career transition services and never follow up. Now, I see more organizations wanting to understand what happens after the transition. 

They ask about job market trends, how employees are doing, and what insights they can share with others who might be transitioning in the future. There’s a stronger emphasis on making sure that employees feel supported and able to see their transition as a stepping stone rather than a setback.

That’s absolutely true. Many people going through the career transition process don’t fully understand what outplacement services can do for them. When we first talk, they often say, “I already have a resume, so I don’t need help with that,” or “I just need interview coaching.” 

But once we engage in the process, they realize that they don’t always know how to format a resume for today’s job market or how to position themselves effectively. Once we walk them through an intake session—getting to know who they are, where they’ve been, and where they want to go—they start to see the full value of our services. 

For example, when coaching executives, we work on crafting resumes and executive bios, aligning their branding across their LinkedIn profiles and other professional materials. When they see how all of these elements come together to enhance their job search, it’s often a “wow” moment for them.

Many people assume that job searching is just about applying to online postings, but only about 20 percent of jobs are posted on the internet. For executives, 60 to 90 percent of roles come through networking. A lot of them have extensive networks, but have never developed a strategic approach to leveraging them.

We help these professionals craft an introduction that makes an impact in the first 60 seconds of a conversation. We guide them in creating a networking strategy that maximizes opportunities. These insights are eye-opening for many, and they often realize that they need a much more intentional approach to their job search than they initially thought.

Be outrageously you, and dare something worthy.

A lot of people feel that they have to take a certain job, act a certain way, or follow a specific career path. But when you’re authentic—when you pursue work that aligns with who you truly are—you’re more likely to find opportunities that bring fulfillment.

For example, I once worked with a high-profile criminal attorney who had one dream: making people laugh. He left his law practice and started an entertainment business, hiring performers to dress as clowns and entertain adults at conferences and events. It was a radical shift, but it was his passion. If you don’t dare to pursue something meaningful, you may never find it. But if you do, you might achieve something greater than you ever expected.

Many people live just to survive—they’re not really thriving. At Careerminds, the transition support we offer gives people the opportunity to truly thrive and live a fulfilling life.

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Cynthia Orduña

Cynthia Orduña is a Career and Business Coach with a background in recruiting, human resources, and diversity, equity, and inclusion. She has helped 50+ companies around the world hire and retain talent in cities like LA, SF, NY, Berlin, Tokyo, Sydney, and London. test She has also coached over 300 people, from entry to senior levels, in developing their one-of-a-kind career paths, Her work has been featured in publications such as Business Insider, The Balance Careers, The Zoe Report, and more. To learn more you can connect with Cynthia on LinkedIn.