FOR SENIOR EXECUTIVES, NEWLY PROMOTED LEADERS, AND FOUNDERS
Executive coaching

Most leaders I work with arrive at a threshold. A new role, a wider remit, a team inherited from someone else, a strategy that asks them to lead differently than the one before. At those moments, a different kind of questions surfaces. 

Who am I becoming in this role, and is that the leader I want to be? 

That question is what executive coaching is for. It is a confidential conversation, held over time, about how we lead and who we are as we do it. The work is quiet. 

Why leaders work with a coach

The reasons rarely come singly. Most clients arrive carrying a few at once. 

Thresholds in the role

A promotion, a wider remit, a team inherited from someone else, a strategy that needs a different kind of leader at the top of it. Thresholds are the moments when what worked yesterday will not be enough tomorrow. Few of us have an obvious place to think them through. Coaching is one such place.  

A confidential space to think 

Few of us can be fully honest with our team, our board, or even our peers about the questions we carry. In coaching, one person sits with those questions, in confidence and without interruption. The session belongs to the client.   

Seeing ourselves more clearly 

Most leaders carry blind spots they have lived with for years. A good coach helps us notice them ourselves. The shift is usually small and specific. Hard to forget.  

Becoming the leader you intend to be 

This is the work of examing how we think, where we get in our own way, and what we are willing to change about ourselves to lead differently. The work is internal. Results show over months.   

Listening and judgement 

Listening, asking questions that open rather than close, and the quality of attention we bring into a room. These are leadership skills. Coaching is where we practice them. 

The weight of senior roles 

Senior roles are lonelier than they appear. Coaching is one of the few places to speak of the doubts that go unsaid, and the decisions whose costs are not yet visible to anyone else. Few of us have anywhere to take that part of the job. 

How I work

I work 1:1 only. No cohorts, no group programmes, no drive-by training. Engagements typically run as a monthly retainer, or as a fixed package of sessions, agreed at the start.  Confidentiality is absolute and contracted.  

Sessions are 30 to 45 minutes, occasionally 60. Most clients meet weekly or fortnightly. Some prefer monthly, or ad hoc as needed. A first engagement typically runs 2 to 6 months. Many coaching relationships continue beyond that, often with pauses in between. 

My practice follows the standards of the International Coaching Federation (ICF): supervised practice, examined competencies, and a published Code of Ethics. Some readers will care about that. Some will not. It matters to me.