Executive Coaching

“Every leader is different. Every business is different. So while the complexities change, the work of coaching stays the same – keep your clients at the center of the work, push them to use their strengths more and to temper their weaknesses, and illuminate blind spots because these are what really get in the way.”

Stacy Feiner, Talent Mindset

Coaching Overview and Process

I work with clients to establish a trusted relationship through partnering with the individual and the organisation to achieve measurable goals and to bring forward the client’s highest potential. Coaching is driven by a number of different inputs, multiple sources of data, including interviews with stakeholders, peers, direct reports and CEO/Line Manager, along with appropriate diagnostic tools to form a robust, individualised, outcome focused development plan. The development plan is agreed with the line manager in a three way interaction.

I coach at your workplace or at my office or via phone/skype and my sessions can be supported by digital media and video as a communications tool.


Coaching specialisations:

  • C-suite Coaching
  • Leadership Development Coaching
  • Executive Transition Coaching
  • Third Life Phase Coaching
  • Finding your Voice Coaching
  • Career Pathways and Succession Coaching
  • Emotional Intelligence Coaching
  • High Potential Coaching
  • Performance Coaching

Coaching Outcomes


Some of the examples of coaching outcomes with clients include:


  • Career promotion which was directly linked to coaching success.
  • Clarity around career pathways and successful transition plan.
  • Cost savings ranging from $300k to $5million.
  • Increase in productivity of coachee and their team due to improved relationships.
  • Understanding of impact on others and ability to nuance style to suit the situation.
  • Learning to partner with authority figures in a functional way.
  • Ability to truly trust others and learn to delegate effectively, freeing up time.
  • A new sense of presence internally and externally which allows authenticity to shine through.
  • Greater satisfaction with career and life.
  • Significant increase in team engagement directly linked to coaching.
  • Declared gap between current state at beginning of coaching, future state required and behavioural outcomes achieved.

Approach to ongoing professional development

I believe in doing the work myself so I can be ‘clean’ in my own observations and processes, I practise:


  • Peer supervision quarterly.
  • One-one supervision with a Coach to ensure clarity and removal of biases.
  • A minimum of 300 coaching hours per year to maintain professional competence.
  • Two professional development courses undertaken per year (e.g. I recently completed a leadership program at Harvard University).
  • Members of groups on LinkedIn appropriate to coaching.
  • Research/publishing on leadership e.g. I (with a colleague) completed a white paper on collaboration.