Executive and Emerging Leader Coaching
1:1 leadership development for moments of transition, pressure, and responsibility.
Leadership roles rarely come with clear orientation.
Responsibility often grows faster than clarity — especially in moments of transition, pressure, or change.
This work helps leaders who need space to think, reflect, and decide well in complexity — without being handed a model that doesn’t fit.
What this work supports
This is not about optimisation or quick fixes.
It’s about steadiness: the ability to think clearly, communicate responsibly, and lead with presence when the context is demanding.
Clients often come to this work when they are:
stepping into a new or expanded leadership role
navigating uncertainty, conflict, or ambiguity
carrying responsibility across cultures, systems, or power dynamics
feeling misaligned, overextended, or unsure how they want to lead
expected to “have answers” while still finding their footing
How I work
I don’t offer one-size-fits-all leadership models or external playbooks.
The work starts with what is actually present:
the role you’re in
the system you’re part of
the responsibility you carry
The work is reflective and practical, grounded in real contexts, and attentive to power, culture, and dynamics.
The aim is not confidence for its own sake — but orientation, perspective, and grounded presence.
What we might work on
Depending on your context, sessions may focus on:
decision-making in complexity
navigating authority without losing yourself
difficult conversations and feedback
boundaries, expectations, and role clarity
leadership identity and values
cross-cultural or systemic tensions
moments of transition or uncertainty
There is no fixed curriculum. The work follows the reality you’re in.
Who this work tends to serve well
While this work is not defined by demographics, it often resonates most with leaders who experience complexity not just in what they do, but in how they are positioned.
This includes people who:
lead across cultures, countries, or value systems
feel different from dominant leadership norms
are highly perceptive, reflective, or sensitive to context
navigate authority alongside questions of identity
carry responsibility without much structural support
Many of the people I work with are women, international leaders, or individuals who don’t neatly fit existing leadership models — though the work itself is not limited by role, identity, or background.
Format
1:1 coaching
In English, German, or French
Online or in person (context-dependent)
Short-term or ongoing engagements
We clarify scope and format together, based on your situation.
Where to start
If you’re unsure whether this is the right entry point, we start with a conversation.
Often, the appropriate format becomes clear once we understand the context and the kind of transition taking place.