For leaders at a critical inflection point who need someone to work with them with method — not generic good advice.
Individual coaching is not therapy, not mentoring, not training. It's focused work on a specific objective, with a structured method and a defined time horizon.
The most underestimated transition in organisations. You stop being "the best on the team" and have to start getting others to perform. The skills that brought you here are no longer enough — and nobody tells you that explicitly.
For senior managers and directors navigating growing complexity: larger teams, more demanding stakeholders, decisions with broader impact. We work on leadership, communication, energy management and decision quality.
Specialisation for senior leadership levels: top teams and C-suite. When the challenge isn't only individual but concerns how the leadership team makes decisions, manages conflict and shows up to the rest of the organisation.
Changing company, sector or role. Moments when the previous map no longer works and you need to build a new one — with clarity on priorities, strengths and the kind of impact you want to create.
Strong technical performance but difficulty making the leap. Recognised as an expert but not as a leader. Overloaded with work and unable to delegate. Patterns that repeat despite self-awareness.
For managers identified as HiPos whom the organisation wants to retain and develop. Structured programmes with shared objectives between coach, coachee and HR — within individual confidentiality.
No two sessions are identical, but the structure is always the same. Clarity from the start, flexibility in the middle, measurability at the end.
To check fit. We explore the context, objective and expectations. If I'm not the right person, I'll say so straight away.
First session dedicated to defining precisely what "successful" means for this engagement. HR included if the programme is company-sponsored.
60–90 minute sessions, bi-weekly or monthly. Each session has a defined focus. Between sessions: concrete experimentation in the real work context, not just reflection.
Final assessment session. We measure change against the starting point. The coachee leaves with concrete tools, not just insights.
Every programme includes structured tools that track change over time and provide concrete evidence.
Not to prove the work was done, but to see whether something actually changed — in behaviours, not just perceptions.
Administered at the start and end of the engagement. Measures evolution on key competencies with a before/after numerical comparison.
Tracks behaviours concretely put into practice — not what people think they're doing, but what they report having actually tried.
Integrates all data: competency evolution, behaviours practised, observed impacts. Always within individual confidentiality.
Final three-way session: coach, coachee and sponsor (HR or direct manager) review results together, validate observed changes and define next steps.
A 30-minute call. No commitment.
If I'm not the right person, I'll say so straight away.