top of page

Leaders are aware of the constant demands to enhance performance. High performance requires leaders to have multilevel perspectives in space and time of the systemic relations of all stakeholders involved, and awareness of the impact of their decision on the relations. In a VUCA world they are constantly facing new problems and challenges and understand the need to be well equipped to handle these volatile times and rally their teams. They are on their own journeys developing as individuals and leaders, so it is important that they examine their self-worth, energy, well-being, motivation and action and learn to harness their strengths to overcome obstacles to their full potential and productivity. Our strengths-based approach is based on the latest scientific findings on adult learning and development, neuroscience and cognitive psychology.



Executive coaching assists top executives, managers, and other identified leaders to perform, learn, stay healthy and balanced, and effectively guide their teams to successfully reach desired goals and exceed individual and corporate expectations.



We help accelerate leaders’ transition onboarding process (new role, country and/or culture).



We help talented individuals in an organization find fulfillment in their careers by establishing professional goals, creating a plan and overcoming obstacles that may be in the way.


Making the transition from technical expert to people leader can be challenging, especially if you have little or no leadership experience. 



It focuses on developing a top executive’s full potential by coaching them to think and act beyond existing limits and paradigms. 


Information Gathering

A meet-and-greet meeting to understand the individual’s context and goals and explain the coaching process and confidentiality. This meeting also serves as a chemistry check to ensure a trusting relationship will develop.

Unpacking Themes and Topics

Encompassing both short term goals and longer term aspirations. Where appropriate the individual’s manager will be included in a            three party meeting at the outset and on completion of coaching.

Creating the Goal Statement

Defining learning goals and measures for each based on the results of the three-party meeting, 360 diagnostics, and stakeholder     interview.

Managing and Monitoring

Contracting and re-contracting within the session to raise awareness, reflect on strengths and challenges, and focus action. We will use psychological tools and methodologies to ensure the desired outcomes are achieved (including DISC, EQ, Motivators, Acumen, Neurozone’s Behaviour Code for High Performance, stakeholder feedback, and positive psychology).

Closing the Engagement

Post-coaching evaluation survey and three-party meeting to produce strategies for action, ensuring post-engagement sustained change.


Leaders will grow competences to establish and take action towards achieving goals, become more self-reliant, gain more job and life satisfaction, contribute more effectively to the team and the organization, take greater responsibility and accountability for actions and commitments, and work more easily and productively with others.

Need more details? Contact us

We are here to assist. Contact us by phone, email or via our social media channels.

bottom of page