Joe Gaspard Performance Coaching

Joe Gaspard Performance Coaching concentrates on training and rehabbing high-level professionals who are off their A-Game.

For more than a decade, Joe has trained many of the world’s greatest business leaders, developing cutting-edge programs designed for physical, mental and emotional strength, toughness, and above all, performance. 

Joe's system is designed to get executives back to action, physically and mentally ready to dominate not so you can be as good as you once were, so you can be better than ever.
JGC provides consulting and coaching services to individuals and teams, seeking expertise in the art and science of physical and mental excellence.
If you're a courageous leader who, despite your hard work and exceptional results, knows you're not expressing your greatest potential.

If...
You thrive under stress and pressure, but lately, you feel like you've lost your edge
You are supremely confident in your vision and yet, sometimes feel overcome with doubt
You are driven by a nagging fear of not being (or doing) enough

WHO I AM: I am an Executive Performance Coach headquartered in NYC, a Certified Sports Psychology Coach. A Fellow at the Institute of Coaching, McLean Hospital, a Harvard Medical School Affiliate. A National Academy of Sports Medicine Certified Performance Enhancement Specialist and a 101st Airborne Iraq combat veteran. 
WHO I HELP: I work with high performing executives, top performers who know that if they just made a few small tweaks that they could look, feel, and perform their best in business and in life.
WHAT I DO: I teach busy Executives how to cut through all of the B.S. that’s holding them back and get back on their A-Game
HOW I DO IT: We design a lifestyle specific performance improvement planned that is guaranteed to get you physically, mentally, and emotionally stronger and tougher so that you dominate your industry, and your life.
If you're ready to learn more right now:

Performance Coach 

David Kirsch Wellness

Edufit Wellness Performance Coach | Mindset Coach

Performance Coach |Mindset Coach |Wellness Coach

Performance Coach | Mindset Coach

US Army

Training Specialist

Physical And Mental Fitness For Executives | Book Your Free Game Plan Session Below ⬇️

20 Years Teaching High-Performing Men How To Outwork, Out-Earn, And Outperform The Competition

For the past two decades, I’ve coached CEOs, executives, and entrepreneurs, helping them overcome burnout, optimize performance, and thrive in every area of life. 

My work is rooted in simplifying the complex—transforming fitness, nutrition, and mindset into straightforward, actionable strategies that deliver results.

I specialize in helping men over 40 regain their energy, confidence, and edge. 

Whether it’s dominating in the boardroom, reigniting passion in the bedroom, or excelling in life's daily challenges, I provide the tools and systems to make it happen.

What I Offer:
→ Tailored Coaching: Focused on fitness, mindset, and recovery for sustainable success.
→ Men’s Health Advocacy: Helping men stay strong, focused, and resilient under pressure.
→ Proven Experience: Over 20 years working with high performers, from Fortune 100 executives, Athletes, And Celebrities.
→ Expert Insight: Practical strategies to outwork, out-earn, and outperform the competition in any environment.

My Results:
→ Sustainable Success: Programs designed for discipline, resilience, and lasting results—not quick fixes.
→ Real Transformation: Clients achieve higher energy, greater income, and stronger relationships.
→ Actionable Strategies: Insights built on two decades of coaching and studying the world’s most successful men.
→ 80%+ Success Rate: Proven systems that work when followed consistently.

If you’re ready to take control of your health, sharpen your mindset, and reclaim your competitive edge, let’s connect.

Work With Me: 

Click The "Book A Free Strategy Session" Link In My Bio 
-OR-
DM me “Start” to learn more.

Joe Gaspard

Passion for learning and eager to explore and discover new things. Let’s grow together! 🚀

I’m a Senior IT Project/Program Manager and enterprise transformation leader with 15+ years of experience driving modernization, automation, and large-scale systems delivery across Fortune 50 and mid-market organizations.

I specialize in bringing order to complexity, designing operating models, eliminating friction, and turning high-stakes initiatives into predictable, repeatable execution at scale.

Over time, I’ve seen a consistent pattern:
high performers rarely stall because of execution gaps, they stall because their impact isn’t evaluated the way leadership actually makes decisions.

My work sits at the intersection of delivery and decision-making. I help translate execution into the signals executives look for: clarity, judgment, risk awareness, and enterprise-level impact.

My experience spans digital transformation, workflow automation, AI-enabled solutions, and enterprise system design, from modernizing legacy platforms to improving cross-functional alignment in complex, global environments.

I partner closely with executives, engineers, analysts, and operational leaders to strengthen governance, reduce churn, and accelerate decision-making as complexity increases.

Core strengths include:
• Designing and modernizing enterprise systems and workflows
• Leading multi-region, high-visibility programs
• Integrating automation, AI, and Power Platform solutions into existing ecosystems
• Building governance models that support faster, more confident leadership decisions
• Communicating with clarity at every level of the organization

Outside of work, I believe in pairing structured systems with personal rhythm. Dancing is my reset button and that same balance shows up in how I lead: steady, intentional, and centered under pressure.

If you’re building ambitious transformation programs or strengthening enterprise delivery, I’m always open to connecting.

Vanessa M Diaz

Promotions aren’t rewards for what you did.

They’re bets on how you’ll think next.

High performers think promotions reward past results.

They don't.

Promotions are a bet on your future judgment.

When leadership considers you for the next level, they're not just reviewing what you've delivered.

They're asking a different question:

"Would I trust this person with a bigger, messier problem?"

That shift changes everything.

Because past performance proves you can execute.

But future judgment proves you can think.

It shows you understand:

• When to push back vs. when to align
• How to navigate ambiguity without constant guidance
• Which problems matter and which don't
• How your decisions ripple across teams

Most people optimize their work to look good in reviews.

The ones who get promoted optimize their work to build trust in their judgment.

They make leadership's decision obvious.

Not by doing more.

By showing they can handle what comes next.

The gap between "strong performer" and "ready for promotion" isn't about output.

It's about demonstrating judgment before the title requires it.

Start making decisions like you already have the role.

That's when progression stops being a question.

What signals do you think leadership uses to decide someone is ready for the next level before the title ever changes?

Vanessa M Diaz PMP

IT Project Manager | Executive Performance & AI Leverage | Translating Execution into Strategic Impact

At senior levels, execution is assumed.

What gets evaluated is judgment and most PMs never surface it.

Senior PMs don't plateau because they can't execute.

They plateau because they optimize execution while leadership evaluates judgment.

Here's the difference:

Execution answers: "Did the plan run smoothly?"

Judgment answers: "Did we choose the right plan given our constraints?"

Most senior PMs stay invisible at the decision level.

They ship features on time.
They unblock teams efficiently.
They run flawless sprints.

But leadership never sees their thinking.

The work speaks, but the reasoning stays silent.

And that's the problem.

When promotion conversations happen, leadership asks:

"Can they make the hard calls?"
"Do they see around corners?"
"Can they navigate ambiguity?"

If your judgment isn't visible, the answer defaults to "we don't know."

The fastest way to change how leadership sees you isn't doing more.

It's making your thinking visible at the decision level.

Show the tradeoffs you weighed.
Explain why you chose path A over path B.
Surface the constraints that shaped your call.

Execution gets you to senior.

Judgment gets you past it.

When leadership talks about your impact, are they recalling your decisions or just your delivery?

The higher you go, the less clarity you get.

And that’s not a bug in senior roles.
It’s the job.

One of the hardest truths about senior roles:

They don't reward you for having answers.

They reward you for navigating ambiguity.

Here's what nobody tells you about climbing the ladder:

Junior roles optimize for execution.

Senior roles optimize for judgment.

The shift?

Early career:
• Clear problems to solve
• Defined success metrics
• Structured feedback loops

Senior career:
• Messy, undefined problems
• Competing priorities with no right answer
• Success measured in months, not days

I used to think being promoted meant having more certainty.

It meant the opposite.

The higher you go, the less clear the path becomes.

Your job isn't to find the perfect answer.

It's to make the best decision with incomplete information.

That means:
• Sitting with uncertainty instead of rushing to action
• Weighing trade-offs that all feel wrong
• Making calls that won't show ROI for quarters

Most people stall because they're waiting for clarity.

But clarity doesn't come first.

Judgment does.

Senior leaders don't have better answers.

They're just more comfortable not having them.

They focus on:
• What we're optimizing for
• What we're willing to sacrifice
• How we'll know if we're wrong

Your value at senior levels isn't expertise.

It's the ability to move forward when the path isn't clear.

At your level, are you being evaluated on certainty or on how you move when certainty doesn’t exist?

The fastest way to stall your career?

Make yourself impossible to replace.

Most high performers learn this one the hard way.

One of the hardest career lessons:

Being indispensable doesn't make you promotable.

It makes you stuck.

Here's what I learned after years of being "the person who knows everything":

Leadership doesn't promote people they can't replace.

They promote people who make themselves replaceable.

The difference?

Indispensable people:
• Hold all the context
• Become single points of failure
• Create dependency

Promotable people:
• Document their thinking
• Build systems that scale
• Transfer judgment, not just tasks

I used to think being the go-to person proved my value.

It didn't.

It proved I was building a job, not a career.

The shift happened when I stopped asking "How do I make myself essential?" and started asking "How do I make my impact essential?"

That meant:
• Writing down my decision frameworks
• Teaching others to think, not just execute
• Creating clarity that outlasted my presence

Leadership wants people who reduce cognitive load.

Who anticipate second-order effects.

Who create systems that work without them.

Your value isn't in being irreplaceable.

It's in making your judgment scalable.

Are you being rewarded for being essential or for making your impact scalable?

Perfect status updates are how PMs quietly cap their careers.

Most PMs think their job is to report status.

That's why they stay stuck at the IC level.

Senior PMs understand something different:

Your job is to frame decisions.

Let me show you what I mean.

You're launching a feature with incomplete data.

Most PMs say: "We're 80% done. On track for next sprint."

Senior PMs say: "We're shipping with known gaps in analytics. I'm accepting this risk because delaying costs us 3 weeks of learning. If usage drops below 20%, we'll roll back."

See the difference?

One reports progress.
The other owns the outcome.

Decision framing does three things:

• Shows you understand the tradeoffs
• Proves you've mapped the downside
• Demonstrates you're accountable for results

This builds trust faster than any status update ever will.

And trust is what unlocks senior roles.

Your stakeholders don't need another progress report.

They need to know you're making sound choices with incomplete information.

Stop telling people what happened.

Start showing them how you think.


Are you being evaluated for your judgment or just your updates?

Busy PMs report tasks. Promotable PMs report decisions.

The fastest way to get stuck as a "doer PM"?

Report what you did instead of the decisions you made.

Most PMs default to activity updates:
• Shipped feature X
• Ran 5 user interviews
• Updated the roadmap

Senior leaders assume execution. What they evaluate is judgment.

Here's the shift:

Stop saying: "We shipped the new onboarding flow"

Start saying: "We prioritized onboarding over retention features because new user drop-off was costing us 40% of signups. The tradeoff: existing users wait another quarter for their top request."

One sounds like execution.
The other sounds like leadership.

The work is identical.
The framing changes everything.

When you frame decisions, you show:
• You understand tradeoffs
• You own outcomes, not just outputs
• You think like an executive

This is how trust gets built at senior levels.

Not through doing more.
Through showing you can decide what matters.

Start framing your next update as a decision, not a status report.

Watch how the conversation shifts.

When was the last time your update changed how leadership thought about a decision, not just a deliverable?

Leadership doesn’t trust confidence.

They trust composure when certainty disappears.

Leadership doesn't trust the loudest voice in the room.

They trust the PM who stays calm when everything's on fire.

I've watched this play out across dozens of complex programs.

The people who earn real trust aren't the ones with the slickest updates or the fastest answers.

They're the ones who:

• Pause before reacting to bad news
• Surface uncomfortable truths before they become crises
• Don't oversimplify risk just to sound confident

Here's what most PMs get wrong:

They think leadership wants certainty.

What leadership actually wants is honest judgment.

They'd rather hear "I don't know yet, but here's how I'll find out" than a confident answer that falls apart two weeks later.

The PMs who build lasting credibility understand this.

They know that staying calm under pressure isn't about having all the answers.

It's about being honest about what you know, what you don't, and what you're doing about it.

Polished optimism might get you through one meeting.

Calm, honest judgment builds trust that lasts years.

When things get uncertain, does your leadership see your confidence or your judgment?

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Vanessa M Diaz

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