Brian Rella

EverNext

You're talented, driven, and ambitious. You've worked hard to climb the ladder, and you’re grateful for what you have. But lately, it feels like you're stuck on a career dreadmill.

Whether you’re an aspiring executive feeling undervalued and unclear about your next steps or in the C-suite navigating high-pressure demands and critical career moves, your path forward doesn't have to feel overwhelming or uncertain.

Here's How I Can Help:

▶︎ Off the Dreadmill
My foundational program, "Off the Dreadmill," is designed specifically for aspiring executives committed to long-term career success. You'll gain access to a proven playbook—complete with actionable strategies, frameworks, and community support—that lays out a clear, intentional path toward meaningful career growth.

▶︎ Executive Career Coaching
For established leaders and C-suite executives, I offer highly personalized coaching that goes deeper, addressing strategic career growth, navigating transitions, and optimizing your performance at the highest levels. Using my proven frameworks and signature CASE method (Context, Assess, Strategize, Execute), you'll achieve measurable breakthroughs in your career trajectory and leadership impact.

This Isn’t Just About Your Career—It’s About Your Legacy.

When you perform at your highest level professionally, the benefits ripple through every area of your life. Improved career clarity and performance naturally lead to reduced stress, greater fulfillment, and deeper connections at home. While we lead with career excellence, the personal and family benefits inevitably follow.

What You Can Expect:

▶︎ Clear strategies for impactful career advancement.
▶︎ Personalized guidance for high-stakes transitions.
▶︎ Actionable tools for sustainable growth and peak performance.

Ready to step off the dreadmill and into meaningful, strategic career growth?

Let’s talk.

Book your strategy session here:

https://www.brianrella.me/

Founder / Head Coach

Wells Fargo

CIB Agile Transformation Coach

Partnering with executive leadership across the Wells Fargo Corporate and Investment Bank to transition all lines of business from Program Management to an Agile Operating Model.

Executive Director

Head of Business Execution Services for Electronic Trading. 

Serve as a trusted advisor and change management leader to the COO, Head of FICC, and Head of Equities. Lead planning and execution of strategic transformation initiatives across asset classes.

BGC Partners

Partnered with business and technology executive management to develop and lead strategic programs focused on revenue growth and operational efficiency. Measurables include customer satisfaction, productivity, stakeholder transparency, cost variance, and schedule variance.

•	Led 5 product teams to deliver a new D2C RFQ platform for Fixed Income. Year 1 revenue forecast of $1.2 million.
•	Led 3 product teams to redesign the Fixed Income API offering by consolidating 4 APIs. Collaborated with sales as an SME to establish a multi-quarter pipeline of 13 clients and $1.7 million in revenue.
•	Coached global integration team leads to overhaul onboarding processes resulting in a drastic reduction in client integration time, increased client satisfaction, and greater transparency across the company.

Director

Bloomberg LP

Revitalized the Bloomberg Tradebook offering for Futures, Options, and FI. Launched a new IaaS product.

•	Conceived and launched Tradebook Market Access Infrastructure as a Service (IaaS) offering. Generated $450,000+ in recurring annual revenue in the first 7 months of going to market.

Senior Product Manager

HSBC Global Banking and Markets

Led a cross-functional, cross-business team to deliver strategic digital transformation projects.

•	Executed portfolio of algorithmic trading and UX redesign projects for fixed-income trading resulting in improved Fixed Income industry ranking from #18 to #5. 
•	Conceptualized futures and options electronic trading platform strategy. Proposed and delivered a 2-year roadmap resulting in technical debt reduction of 8 trading systems to 3. Shrank run costs $1.7 million (14%) over 2 years.

Vice President

J.P. Morgan

Directed a global team of project managers and business analysts to create and execute global electronic trading programs for Futures and Options. 

•	Increased e-trading revenues by repurposing equities algorithmic trading and analytics engine for futures & options. Increased algorithmic trading volumes by 40% YOY (2011-2012).
•	Improved straight-through processing for Futures trade allocations 200% YOY

Reval

Professional services lead for Reval’s hedge accounting software.

Senior Consultant

UBS Investment Bank

Co-head of Futures and Options Client Solutions Team.

SAC Capital Advisors

Senior Trade Floor Support

CS Technology

Staff Consultant

Get off the DREADMILL and into a Career that inspires you | Executive Career Coaching | Career Development | Job Search Strategies

This isn’t just about your career. It’s about your legacy.

I help high‑achieving leaders excel in their careers and thrive at home through my Dual Impact Leadership system. 

Whether you’re an up‑and‑coming exec feeling undervalued and unsure of your next move or a C‑suite leader under relentless pressure, you don’t have to navigate complexity alone.

We start with pinpointing your highest‑impact actions at work. When your clarity and performance improve, the effects spill over into every area of your life. As you gain momentum professionally, you’ll notice the benefits ripple out, resulting in less stress, deeper fulfillment, and a more present, connected family life.

That’s the power of Dual Impact Leadership. Strategic growth at work that naturally elevates your life at home. 

What You Can Expect Working With Me:

▶︎ Clear strategies for impactful career advancement.
▶︎ Personalized guidance for high-stakes transitions.
▶︎ Actionable tools for sustainable growth and peak performance.

Ready to step off the dreadmill and into meaningful, strategic career growth?

Let’s talk.

Book your strategy session here:

https://www.brianrella.me/

CEO and Head Coach

Career coach and job search strategist helping executives get the career they want 🎯

2026 is being decided right now.

Not in January.
Not after bonuses.
Right now.

Behind closed doors, while you’re busy delivering,
other people are positioning.

Internally and externally.

And you won’t see the moves until they’re finalized:

• The succession plans
• The staffing decisions
• The budget allocations
• The “future leader” lists
• The quiet promotions that don’t hit org charts until Q1

This is the part most executives forget:

When you wait for “clarity,” you’re not being cautious.
You’re giving up leverage.

Ask any leader who’s been caught in a reorg without a narrative ready.
They’ll tell you:

“I wasn’t evaluated. I was categorized.”

And once you're categorized, it’s almost impossible to reframe the story.

The leaders who rise in 2026 will be the ones who intentionally step into:

• Ownership → Defining what they lead, not what they execute
• Cross-functional influence → Being known beyond their vertical
• Strategic visibility → Shaping how the business perceives their value
• A clear upward narrative → So their name is already in the room

These aren’t soft skills.

These are career-acceleration skills.

Dozens of execs I’ve coached this year reached the same moment of realization:

“If I don’t define who I am at the next level,
the organization will define it for me.”

And they were right.

The market is too fast, too political, and too top-heavy to sit back and hope your performance will speak for itself.

It won’t.
Your positioning will.

Join me on Dec 9 for the Executive Transitions Strategy Session.

You’ll learn how senior leaders:

• Command higher pay
• Open real paths to promotion
• Strengthen influence in a crowded, shifting market

You'll walk away with a clear, actionable 2026 positioning plan that puts you back in control.

🔗 The link to reserve your spot is in the 🎯 comment.

Talks about #career, #mindset, #jobsearch, #motivation, and #personaldevelopment

Your Trusted Advisor for Executive Career Moves ◆ Executive Coaching ◆ Career & Leadership Development ◆ Best Selling Author

Yesterday I spent an hour with a group of senior leaders who showed up hungry for one thing:

Direction.

Not more noise.
Not more tactics.
Not another round of “wait and see what the company decides.”

They came because something in their career hasn’t added up this year, and they’re done pretending it’s fine.

What struck me most wasn’t the questions they asked.
It was the honesty behind them:

“Why am I still the one carrying the weight while others get the credit?”

“How do I break out of this box they keep putting me in?”

“My compensation is flat, but my workload doubled. What am I missing?”

“Have I stayed loyal to a system that stopped being loyal to me?”

These aren’t small questions.
These are inflection-point questions.

And the leaders who joined yesterday didn’t come for motivation.
They came because they’re ready to steer again, instead of drifting.

If you were in the room:
I want to acknowledge you.

Most executives never slow down long enough to evaluate their trajectory. They just keep sprinting inside the system that’s holding them back.

You didn’t do that.
You stepped out of the noise to reassess where you’re actually heading.

That’s what real leadership looks like.

If you weren’t in the room, here’s a quiet nudge:

Pay attention to the questions you’ve been asking yourself at this stage of your career.
They’re signals.
They’re data.
And sometimes they’re the beginning of a completely different direction.

No pitch here.
Just respect for everyone who showed up, and a reminder that your next chapter won’t come from working harder.

It comes from choosing where you’re going next.

Here’s what I’ve learned coaching executives through reorgs, layoffs, promotions, and pivots this year:

1. The people doing the most aren’t the ones being recognized.
Lainey delivered 30% YOY revenue and still ended up micromanaged when new leadership arrived after a reorg.

2. The people giving the most are the ones who burn out first.
David carried his entire family financially until the layoffs hit. No safety net. No leverage. We built a new path with both, and he landed in under 90 days.

3. The people with the strongest values often stay too long.
Gary, Mike, and others stayed loyal until they realized their company had quietly capped their growth years ago.

4. Senior leaders don’t plateau from lack of skill.
They plateau from a lack of visibility and leverage.
Every breakthrough this year came from repositioning, improving visibility, and creating leverage, not working harder.

5. Every executive reaches a moment where identity and direction are no longer aligned.
That moment isn’t a setback.
It’s the invitation to your next chapter.

If you’re in one of these moments, you’re not behind.
You’re right on time.

Join me Tuesday, Dec 9th, for the Executive Transitions Strategy Session.

I’ll show you the roadmap to command higher pay, open a real path to promotion, and strengthen your influence, whether you're advancing internally or exploring the market.

Reserve your spot:
🔗 https://lnkd.in/erxMwxNF

If you woke up this morning feeling unsure about how your year-end conversation will go, you’re not alone.

Here’s the truth most executives keep to themselves:

You can do an incredible job all year
and still not get the compensation, title, or opportunities you expected.

Here are some direct quotes from conversations I've had this year:

“I did everything they asked, and my bonus went down.”
“People with half my responsibility are getting promoted.”
“I’m carrying the business, but I have no influence.”
“I feel like I’ve hit a ceiling. I didn’t agree to this.”

If you’ve been feeling this too, today will help.

At 12 PM ET, I’m hosting a live Executive Transitions Strategy Session where I’ll walk through:

How to increase your compensation

How to move into higher-impact roles

How to shift how leadership sees you

How to build real leverage going into 2026

If you want next year to look different than this year, this is where it starts.

⏳ We go live at 12 PM ET.
No replay. Last chance to join.

🔗 Reserve your spot now:
https://lnkd.in/erxMwxNF

You did everything right this year.
You delivered results.
You held the team together through chaos.
You stepped up when others stepped back.

But as comp season approaches, you're quietly worrying:

“Will your work be recognized?”
“Will your pay reflect the work?”
“Is your growth slowing down even though you're doing more than ever?”

This is what I hear from senior leaders every single week:

They're doing work a level above their title.

Their compensation hasn’t kept pace with their responsibility.

The people getting promoted are not the ones doing the heavy lifting.

They feel stuck, even though they’re doing more.

If any of that sounds familiar, you’re not imagining it.
This happens to a lot of high performers at the end of the year.

Tomorrow, Dec 9 at 12 PM ET, I’m hosting a live Executive Transitions Strategy Session for leaders who want:

✔️ Higher compensation

✔️ Real advancement opportunities

✔️ More influence and a clearer path in 2026

Live only. No replay. Limited seats.

If you’ve felt undervalued this year, this session will help you change that.

🔗 Register here:
https://lnkd.in/erxMwxNF

🎯 This isn’t a job search workshop.

 This is your roadmap to command higher pay, open the path to promotion, and strengthen your influence, whether you’re looking internally or externally.

You’ve been delivering.
You’ve been steady.
You’ve been the person the business leans on when things get chaotic.

And:

Your pay hasn’t moved.
Your title hasn’t changed.
Your influence is the same today as it was two years ago.

You’re not imagining it.

This is the pattern I’ve seen all year:

Lainey drove 30% YOY revenue and still walked into a comp conversation that didn’t match her impact.
Why? 
New leadership. New priorities. Old perception.

David carried an entire business line when his manager left the company unexpectedly.
And was passed over for the very role he’d been doing for months.
His words: “I’m doing the job, just not getting the title or the pay for the job.”

And here’s what you need to realize:

You can’t prove your way into the next level.
You have to position your way into it.

If you’re waiting for pay to catch up
If you’re waiting for someone to tap you on the shoulder
If you’re waiting for the organization to “see” you

You’re going to be waiting a long time.

We are now in one of the most important seasons of the year:
comp season, calibration, succession planning.

Most executives will coast into it.

Don’t be one of them.

You have two days to grab a spot.

Join me Tuesday, Dec 9 at 12 PM ET for the Executive Transitions Strategy Session.

I’ll show you how senior leaders reposition themselves to command higher pay, open the promotion path, and increase their influence, even in tough markets like this one.

Reserve your seat here (before it fills):
https://lnkd.in/erxMwxNF

The promotion you’re waiting for isn’t coming.

Not because you’re not qualified.
But because your company already decided who you are.

That’s what stalls so many high-performing executives:

You deliver results, but the story around you never changes.

You’re the “safe pair of hands,” not the strategic driver.

You’re capped by perception, not performance.

I see this every week inside transition work.

Jason grew a business line 30% YOY and still got micromanaged when leadership shifted.
He didn’t suddenly become less capable. The frame around him shifted. 

Most executives underestimate this truth:

Your next level is an identity shift, not an effort shift.

Until you reposition yourself, the business keeps you where you are most useful to them.

If you feel boxed in, overlooked, or mislabeled,
it’s not a signal to grind harder.

It’s a signal to rebuild the frame around you.

What version of you does your company currently “see,” and is it the one you intend?

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