Executive Coaching

Over the past decade, the way organisations think about executive coaching has evolved. Where it was once a tool for closing competency gaps or correcting behaviour, today’s organisations see it as a focused, efficient way to unlock a leader’s strengths and full leadership potential. Research (Management Decision, 2017) suggests that one-to-one sessions can be far more effective as a development tool than general leadership training.

• —leaders moving between management levels, organisations, countries or cultures who want the transition to be smoother;
• —leaders who want to lead more mindfully — to recognise their values, deeper attitudes, emotional reactions and leadership style, and to change patterns that hold growth back;
• —leaders who need a trusted, neutral space to explore dilemmas, doubts and decisions that cannot be discussed with teams, peers, partners or shareholders — the classic “it’s lonely at the top” situations;
• —leaders who want to build an effective management system: developing their team, delegating, motivating, and handling complex leadership cases with confidence.

• —deeper, clearer self-awareness and the ability to stay aligned with yourself and others;
• —greater openness to change and conscious choices that match your authentic values;
• —stronger resilience to uncertainty, anxiety and stress, and steadier self-confidence;
• —deeper empathy — a more nuanced understanding of the people around you;
• —broader thinking and more dimensional approaches to situations and decisions;
• —smoother transitions from one leadership role to the next;
• —tangible results in chosen development areas — for example team coaching, engagement, motivation and key working relationships.

The value of executive coaching depends on the goals set at the start and on the joint journey of the leader and the coach.

• —Systemic-Psychodynamic Approach — particularly powerful for exploring the leader in the organisation–role–person context.
• —Working with present-moment experience as it emerges in the room.
• —Anchoring insights in real work situations.
• —Methods for surfacing behavioural patterns and mental models.
• —Reflection on personal story and lived experience.
• —Systemic Coaching with Constellations.

We are psychologists with many years of one-to-one practice and ICF-accredited executive coaches at the PCC (Professional Certified Coach) level.

1. 01Initial chemistry meeting to understand the need.
2. 02360° leadership competency assessment.
3. 03Goal-setting session.
4. 046–8 one-to-one coaching sessions.
5. 05Closing session.

Each engagement may unfold differently.