{"id":6227,"date":"2026-02-10T21:37:39","date_gmt":"2026-02-10T19:37:39","guid":{"rendered":"https:\/\/www.ronenfrieman.com\/en\/?page_id=6227"},"modified":"2026-10-18T14:16:14","modified_gmt":"2026-10-18T12:16:14","slug":"about","status":"publish","type":"page","link":"https:\/\/www.ronenfrieman.com\/en\/about\/","title":{"rendered":"About"},"content":{"rendered":"

[vc_row full_width=”stretch_row” overlay_background=”primary” overlay_opacity=”60″ lg_spacing=”padding_top:270;padding_bottom:180″ background_image=”5631″ sm_spacing=”padding_top:150;padding_bottom:20″ md_spacing=”padding_top:200;padding_bottom:150″ background_position=”right”][vc_column][vc_empty_space height=”20px”][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” font_weight=”700″ align=”left” text_color=”custom_color” custom_text_color=”#ffffff” text=”Nice to meet you” font_size=”lg:16″ letter_spacing=”2px” typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”6px”][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” font_weight=”700″ align=”left” text_color=”custom_color” custom_text_color=”#ffffff” text=”Ronen Frieman” font_size=”sm:60;md:75;lg:90″ line_height=”1.1″ css=”.vc_custom_1662906334848{margin-right: -7px !important;}” typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”20px”][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” font_weight=”700″ align=”left” text_color=”custom_color” custom_text_color=”#ffffff” text=”Most leadership problems look like a skills gap. In reality, they are an identity gap.” font_size=”lg:20″ letter_spacing=”2px” typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”20″][vc_empty_space height=”20″][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” content_placement=”middle” background_color=”primary” lg_spacing=”padding_top:20;padding_bottom:20″][vc_column width=”2\/3″ xs_spacing=”margin_bottom:15″][\/vc_column][vc_column width=”1\/3″][tm_button button=”url:https%3A%2F%2Fwww.ronenfrieman.com%2Fen%2Fschedule-a-call%2F|title:Schedule%20a%20Discovery%20Call%20%E2%86%92″ align=”left” xs_align=”center” color=”secondary” css=””][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” lg_spacing=”padding_top:20;padding_bottom:20″ sm_spacing=”padding_top:50;padding_bottom:50″][vc_column][vc_empty_space][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”primary_color” text=”About Me” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”10px”][vc_column_text css=”.vc_custom_1764654712719{margin-bottom: 40px !important;}”]<\/p>\n

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Before I began advising executive teams and managers, I sat in your chair: as a startup Co-Founder & CEO, and as VP of Marketing & Business Development at a leading software house, where I was responsible for business development and sales and increased company profits by over 175%. I know from the inside how quickly a leadership role can feel two sizes too big \u2013 and how few people inside the organization you can speak with about it honestly.<\/p>\n<\/div>\n

[\/vc_column_text][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”primary_color” text=”My Uniqueness” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”10px”][vc_column_text css=”.vc_custom_1764654039324{margin-bottom: 40px !important;}”]<\/p>\n

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Continuous and measured processes. In my manager cohorts and executive team engagements, we don\u2019t hand out generic advice \u2013 we work through a structured protocol on real dilemmas from the managers\u2019 actual workweek, with behavioral metrics defined upfront in the contract and measured at 30, 60, and 90 days.<\/p>\n<\/div>\n

[\/vc_column_text][vc_row_inner][vc_column_inner width=”1\/2″][\/vc_column_inner][vc_column_inner width=”1\/2″][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”primary_color” text=”Professional Authority” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][tm_list icon_type=”linea” icon_linea=”icon-arrows-check” items=”%5B%7B%22item_title%22%3A%22Selected%20as%20a%20Leading%20Voice%20in%20Leadership%20for%202026%20and%20one%20of%20the%20Top%2020%20Coaches%20in%20Israel%20for%202025%20(Favikon)%22%2C%22icon_fontawesome%22%3A%22fas%20fa-adjust%22%2C%22icon_pe7stroke%22%3A%22pe-7s-album%22%2C%22icon_linea%22%3A%22icon-basic-accelerator%22%2C%22item_desc%22%3A%22%22%2C%22link%22%3A%22url%3Ahttps%253A%252F%252Fwww.favikon.com%252Fblog%252Ftop-career-coaches-israel%7Ctitle%3A%7Ctarget%3A_blank%7Crel%3Anofollow%22%7D%2C%7B%22item_title%22%3A%22Specialist%20in%20Organizational%20Group%20Facilitation%20and%20Executive%20Team%20Alignment%22%2C%22icon_fontawesome%22%3A%22fas%20fa-adjust%22%2C%22icon_pe7stroke%22%3A%22pe-7s-album%22%2C%22icon_linea%22%3A%22icon-basic-accelerator%22%2C%22item_desc%22%3A%22%22%7D%5D”][\/vc_column_inner][\/vc_row_inner][vc_empty_space height=”10px”][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”primary_color” text=”Suitable For” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_column_text css=”.vc_custom_1764654589603{margin-bottom: 40px !important;}”]<\/p>\n

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\u2713 VPs of HR and L&D \/ OD Leaders<\/strong> looking for an alternative to one-off workshops: cohort programs that produce measurable behavioral change in the field.
\n\u2713 CEOs and Executive Teams<\/strong> who want to stop re-litigating decisions, break down silos between units, and operate as one team.
\n\u2713 Management Layers (New Managers, Team Leads & Middle Managers)<\/strong> transitioning from hands-on execution to leading people.
\n\u2713 Senior Executives<\/strong> at complex role crossroads seeking a confidential, agenda-free thinking space.<\/p>\n<\/div>\n

[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” background_color=”primary” lg_spacing=”padding_top:20;padding_bottom:20″ sm_spacing=”padding_top:50;padding_bottom:50″][vc_column][vc_empty_space][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”custom_color” custom_text_color=”#ffffff” text=”Why Another Toolkit Won\u2019t Solve the Problem” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_column_text css=”.vc_custom_1707069357952{margin-bottom: 40px !important;}”]<\/p>\n

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Leadership change doesn\u2019t start with techniques \u2013 it starts with clarity. When a manager knows exactly what their role requires and which standards are non-negotiable, they stop getting pulled into firefighting and micromanagement. Their communication stabilizes, meeting decisions become consistent, and their teams take ownership.<\/p>\n

Dual Fluency \u2013 Business and People:<\/strong> For change to hold both in the boardroom and on the ground, you get the integration of two worlds: over 15 years of management experience in the tech sector (targets, budgets, cross-unit interfaces, and delivery pressure) combined with international coaching certification (ICF, Adler Institute) and data-driven group facilitation. I have applied this methodology across both technology companies and major public and institutional organizations in Israel.<\/p>\n<\/div>\n

[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” background_color=”primary”][vc_column][vc_empty_space][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”secondary_color” text=”Background & Credentials” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”20px”][tm_list list_style=”auto-numbered” marker_color=”secondary_color” title_color=”secondary_color” desc_color=”secondary_color” 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full_width=”stretch_row” content_placement=”middle” background_color=”primary” lg_spacing=”padding_top:70;padding_bottom:70″][vc_column width=”2\/3″ xs_spacing=”margin_bottom:15″][\/vc_column][vc_column width=”1\/3″][tm_button button=”url:https%3A%2F%2Fwww.ronenfrieman.com%2Fen%2Fschedule-a-call%2F|title:Schedule%20a%20Discovery%20Call%20%E2%86%92″ align=”left” xs_align=”center” color=”secondary” css=””][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"[vc_row full_width=”stretch_row” overlay_background=”primary” overlay_opacity=”60″ lg_spacing=”padding_top:270;padding_bottom:180″ background_image=”5631″ sm_spacing=”padding_top:150;padding_bottom:20″ md_spacing=”padding_top:200;padding_bottom:150″ background_position=”right”][vc_column][vc_empty_space height=”20px”][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” font_weight=”700″ align=”left” text_color=”custom_color” custom_text_color=”#ffffff” text=”Nice to meet you” font_size=”lg:16″ letter_spacing=”2px” typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”6px”][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” font_weight=”700″ align=”left” text_color=”custom_color” custom_text_color=”#ffffff” text=”Ronen Frieman” font_size=”sm:60;md:75;lg:90″ line_height=”1.1″ css=”.vc_custom_1662906334848{margin-right: -7px !important;}” typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”20px”][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” font_weight=”700″ align=”left” text_color=”custom_color” custom_text_color=”#ffffff” text=”Most leadership problems look like a skills gap. In reality, they are an identity gap.” font_size=”lg:20″ letter_spacing=”2px” typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”20″][vc_empty_space height=”20″][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” content_placement=”middle” background_color=”primary” lg_spacing=”padding_top:20;padding_bottom:20″][vc_column width=”2\/3″ xs_spacing=”margin_bottom:15″][\/vc_column][vc_column width=”1\/3″][tm_button button=”url:https%3A%2F%2Fwww.ronenfrieman.com%2Fen%2Fschedule-a-call%2F|title:Schedule%20a%20Discovery%20Call%20%E2%86%92″ align=”left” xs_align=”center” color=”secondary” css=””][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” lg_spacing=”padding_top:20;padding_bottom:20″ sm_spacing=”padding_top:50;padding_bottom:50″][vc_column][vc_empty_space][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”primary_color” text=”About Me” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”10px”][vc_column_text css=”.vc_custom_1764654712719{margin-bottom: 40px !important;}”] Before I began advising executive teams and managers, I sat in your chair: as a startup Co-Founder & CEO, and as VP of Marketing & Business Development at a leading software house, where I was responsible for business development and sales and increased company profits by over 175%. I know from the inside how quickly a leadership role can feel two sizes too big \u2013 and how few people inside the organization you can speak with about it honestly. [\/vc_column_text][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”primary_color” text=”My Uniqueness” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_empty_space height=”10px”][vc_column_text css=”.vc_custom_1764654039324{margin-bottom: 40px !important;}”] Continuous and measured processes. In my manager cohorts and executive team engagements, we don\u2019t hand out generic advice \u2013 we work through a structured protocol on real dilemmas from the managers\u2019 actual workweek, with behavioral metrics defined upfront in the contract and measured at 30, 60, and 90 days. [\/vc_column_text][vc_row_inner][vc_column_inner width=”1\/2″][\/vc_column_inner][vc_column_inner width=”1\/2″][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”primary_color” text=”Professional Authority” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][tm_list icon_type=”linea” icon_linea=”icon-arrows-check” items=”%5B%7B%22item_title%22%3A%22Selected%20as%20a%20Leading%20Voice%20in%20Leadership%20for%202026%20and%20one%20of%20the%20Top%2020%20Coaches%20in%20Israel%20for%202025%20(Favikon)%22%2C%22icon_fontawesome%22%3A%22fas%20fa-adjust%22%2C%22icon_pe7stroke%22%3A%22pe-7s-album%22%2C%22icon_linea%22%3A%22icon-basic-accelerator%22%2C%22item_desc%22%3A%22%22%2C%22link%22%3A%22url%3Ahttps%253A%252F%252Fwww.favikon.com%252Fblog%252Ftop-career-coaches-israel%7Ctitle%3A%7Ctarget%3A_blank%7Crel%3Anofollow%22%7D%2C%7B%22item_title%22%3A%22Specialist%20in%20Organizational%20Group%20Facilitation%20and%20Executive%20Team%20Alignment%22%2C%22icon_fontawesome%22%3A%22fas%20fa-adjust%22%2C%22icon_pe7stroke%22%3A%22pe-7s-album%22%2C%22icon_linea%22%3A%22icon-basic-accelerator%22%2C%22item_desc%22%3A%22%22%7D%5D”][\/vc_column_inner][\/vc_row_inner][vc_empty_space height=”10px”][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”primary_color” text=”Suitable For” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_column_text css=”.vc_custom_1764654589603{margin-bottom: 40px !important;}”] \u2713 VPs of HR and L&D \/ OD Leaders looking for an alternative to one-off workshops: cohort programs that produce measurable behavioral change in the field. \u2713 CEOs and Executive Teams who want to stop re-litigating decisions, break down silos between units, and operate as one team. \u2713 Management Layers (New Managers, Team Leads & Middle Managers) transitioning from hands-on execution to leading people. \u2713 Senior Executives at complex role crossroads seeking a confidential, agenda-free thinking space. [\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” background_color=”primary” lg_spacing=”padding_top:20;padding_bottom:20″ sm_spacing=”padding_top:50;padding_bottom:50″][vc_column][vc_empty_space][tm_heading custom_google_font=”” google_fonts=”font_family:Heebo%3A300%2Cregular%2C500%2C600%2C700|font_style:300%20light%20regular%3A300%3Anormal” align=”left” text_color=”custom_color” custom_text_color=”#ffffff” text=”Why Another Toolkit Won\u2019t Solve the Problem” font_size=”lg:42″ typed_list=”%5B%7B%7D%5D”][vc_column_text css=”.vc_custom_1707069357952{margin-bottom: 40px !important;}”] Leadership change doesn\u2019t start with techniques \u2013 it starts with clarity. When a manager knows exactly what their role requires and which standards are non-negotiable, they stop getting pulled into firefighting and micromanagement. Their communication stabilizes, meeting decisions become consistent, and their teams take ownership. Dual Fluency \u2013 Business and People: For change to hold both in the boardroom and on the ground, you get the integration of two worlds: over 15 years of management experience in the tech sector (targets, budgets, cross-unit interfaces, and delivery pressure) combined with international coaching certification (ICF, Adler Institute) and data-driven group facilitation. I have applied this methodology across both technology companies and major public and institutional organizations in Israel. 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