As an executive coach, 95% of my clients engage me as an accountability partner, someone who challenges them to follow through, think strategically, and stay focused. The remaining 5% primarily seek progression support, though I continue to offer accountability and act as a trusted sparring partner. I create a confidential, non-judgmental space where leaders can be vulnerable, gain clarity, and reflect openly. This approach is especially valued by those navigating high-stakes environments, leading complex teams, or undergoing personal transitions.
Managing relationships
I recently came across the concept of relational intelligence, described as the ability to understand, navigate, and effectively manage interpersonal relationships. I think this is how trust is built, inclusion is felt, and where safety becomes the norm rather than the exception.
Perhaps it’s time for leaders to turn to their HR partners and ask the deeper, more human questions:
- Do my team members, especially those with less positional power, feel seen, heard, and valued?
- How do I react when someone gives me hard feedback?
- Have I made space lately for challenge, dissent, or alternative viewpoints?
- Am I showing people I care about who they are, not just what they produce?
These are not just performance questions, they are relational ones, and they might be the key to unlocking safer, stronger teams.
Coaching isn’t magic
Alan Mulally, the legendary former CEO of Ford and Boeing Commercial Airplanes, is often held up as one of the most effective leaders of our time. His approach was grounded in humility, discipline, transparency, and an unwavering commitment to developing people. Marshall Goldsmith, the world-renowned executive coach, once shared a simple but profound lesson he learned from Mulally:
““If you work with great, dedicated, committed leaders who want to keep getting better, your coaching process will ALWAYS work. If you work with leaders who have no real interest in improving, your coaching process will NEVER work.””
This observation cuts through all the noise about methods, credentials, and frameworks. I think at its core, growth requires a genuine desire to change, and no amount of expertise or clever process can make someone evolve if they don’t want to.
Thinking outside the box
c/o LinkedIn
Things are rarely black or white, especially when you are working with people. Everyone has different personalities, career paths, and generational perspectives. I focus on understanding people, while others might focus on numbers. It can be hard to merge these views, but it's essential because people drive the numbers, and the numbers depend on the people. If we don’t recognise these different perspectives or stay open-minded, educating the C-suite becomes even harder. I think one of the biggest challenges is that leadership teams now include new roles and titles that add another layer of complexity. This means we need to invest extra effort in helping everyone understand and align.
Respecting our differences
I work with each individual to truly understand who they are. By doing so, I aim to value the differences among employees, rather than trying to make everyone alike. We need to embrace these differences as strengths, not weaknesses. It's time to stop forcing everyone and everything into the same diversity initiative. Not everyone needs to be included in every effort in the same way. Inclusion isn’t about sameness, it’s about recognising, respecting, and leveraging what makes each of us unique.
““Ordinary things, consistently done, produce extraordinary results.””
Matter of fact
I’m sorry to say it, but education and training alone do not equal intelligence. As a DEIB advocate, I believe that diversity intelligence deserves to sit alongside intellectual intelligence (IQ), emotional intelligence (EQ), and cultural intelligence (CQ). Too often, people misunderstand the differences across and within cultures. To treat all employees fairly, honestly, and with integrity, we need to develop the intelligence to understand the full picture: IQ, EQ, CQ—and the policies, rules, and laws that shape them.
I think both formal leaders and those leading without a title must learn to recognise difference, not as a threat or obstacle, but as a reality of the modern workplace. Being different doesn’t mean being less capable, and it shouldn’t get in the way of performance. I encourage you to reflect, look at your own actions, and examine your biases, because that’s where inclusion starts.
Executive coaching
I see coaching as the ability to further your learning and development by understanding your goals, challenging you, giving you timely feedback, and offering you my support. My executive coaching is a powerful catalyst for your personal and professional growth. As you are already an exceptional performer, my executive coaching will help you uncover blind spots, strengthen your leadership skills, and focus on specific areas to optimise your performance. I will be your trusted partner, guiding you through a process towards a deeper understanding of yourself, sharpening your decision-making abilities, supporting your transition into a new role, and preparing you to take on more responsibilities.
Are you ready to embark on a transformative journey that fosters continuous learning, self-mastery, and the realisation of your career objectives? If so, contact me via email to schedule a free 30 minute discovery meeting.
Bringing dreams to life
It takes D.R.E.A.M to achieve the extraordinary:
Discipline – Stay focused even when it’s hard.
Routine – Build daily habits that move you forward.
Education – Never stop learning and growing.
Action – Turn plans into reality with relentless effort.
Mentality – Cultivate a mindset that refuses to quit.
I think turning dreams into reality isn’t magic, it’s a D.R.E.A.M.
Seek to understand
Open-minded people do not care to be right; they care to understand. For them, the goal isn’t to win an argument but to expand their perspective. There is never simply a right or wrong answer, everything is about understanding. I think it’s also worth considering: while understanding is vital, there are times especially in matters of justice, science, or safety when distinguishing between right and wrong becomes necessary. And even in those cases, approaching the issue with a mindset of seeking understanding can lead to more compassionate and effective outcomes.
Two broad definitions of coaching
Photo: Søren Meisner © c/o Dansk Danseteater
Coach as Instructor:
An expert who teaches you how to do something practical. for example, a football coach who trains players in specific techniques, a wellness coach who guides clients in adopting healthier habits, or a language coach who helps improve communication skills.
Coach as Facilitator:
A trained professional who uses non-directive approaches to help clients achieve their own goals. Non-directive means there is no teaching and minimal advising; instead, the coach supports the client’s self-discovery, clarity, and decision-making through questioning and reflection.
All ICF-accredited coaches have one distinct rule:
“We ask rather than tell.”
Making a difference
You are doing great at climbing, but are you climbing the right mountain? I think you should pause and reflect: What are you doing?
Make better plans by answering these questions:
· Who are you at your core?
· What is your vision?
· What is your mission?
· Who are you serving?
When your plans align with your true self and what you genuinely want, it can make all the difference in the world. Does this resonate? If so, contact me via email for a confidential 30 minute discovery session.
Choosing meaning with intention
Leaders are constantly required to interpret complex, ambiguous situations. Whether it's a missed target, a team conflict, or a career crossroads, the story you tell yourself about what’s happening will either empower you or hold you back.
As a coach, I help leaders explore the stories they are living by:
· Is this challenge a threat, or a signal for growth?
· Is that tension in your team a problem, or an invitation to lead differently?
· Is your current frustration a dead-end, or a turning point?
Reframing isn’t about denial or false optimism. It’s about choosing meaning with intention. It’s about emotional mastery. It’s about creating space to respond rather than react. And I think it’s one of the most powerful tools in a leader’s toolkit. If you are at a place where your old stories are not serving you, maybe it’s time to rewrite them, with support from a coach. Contact me via email to book a free 30 minute discovery call.
Look at it differently
We can’t control everything around us, but we can control the meaning we attach to it. I think by changing the meaning, we often change how we see the situation. From a leadership perspective when you change the meaning, you will shift your emotion. And that change in your emotion will you change how you lead.
As a coach, I help leaders step back, reframe, and see with fresh eyes. Not with false positivity, only with intention and clarity. This is because sometimes, a new perspective is all it takes to unlock your next move. Are you ready for a different kind of conversation? Contact me via email to book a free 30 minute discovery call.
This calls for maturity
Do you have the curiosity and empathy to ask:
When bad things happen, how did that impact you?
What can I do to help? Tell me about your life journey and lived experiences.
How might they help you succeed here?
What insights and innovative ideas can you bring to our organisation?
A satisfying conversation
When we nurture our minds and bodies with presence and care, we create a ripple effect. One that supports the well-being of the people and spaces around us. I think a healthy mind and a healthy body are deeply connected, and together, they form the foundation for a more inclusive and intentional life. How do you bring mindfulness, movement, and inclusion into your daily life? Let’s learn from one another and inspire change, not just in who we include, but in how we live, lead, and grow.
If you're ready to explore how to lead with greater clarity, balance, and purpose, let’s talk. Contact me via email to book a free 30-minute discovery session to help you reconnect with what truly matters in life and leadership.
Navigating a minefield
I work with leaders and senior executives to help them lead employees from marginalised and underrepresented backgrounds with greater empathy and confidence. I'm not a performer, I’m genuine, grounded, and deeply curious about people. I build meaningful connections because I truly care about getting to know the individuals I work with. This curiosity has shaped my life and career. I've been fortunate to work across learning and development, consulting, DEI implementation, and coaching. I create a safe, non-judgmental space where people can take off their masks, speak honestly, and share what’s truly on their hearts, knowing they will be met with respect and understanding.
Deep connections
My mission is to support leaders and senior executives in creating inclusive environments where employees from marginalised and underrepresented backgrounds can thrive. Curiosity about people has shaped my life and career, I build deep, genuine connections because I care deeply about learning from and understanding those I work with. With a background in learning and development, consulting, DEI implementation, and coaching, I bring a multifaceted approach to leadership development. I create safe, judgment-free spaces where people can remove their masks, speak openly, and feel truly seen and heard.
““A bird does not sing because it has an answer. It sings because it has a song.”
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ICF ACC
I passed the International Coaching Federation (ICF) exam and have earned the ICF ACC credential.
What does it mean?
It means that I hold the entry-level credential, signifying that I have completed necessary training, coaching hours, and mentoring, and have demonstrated knowledge of the ICF Core Competencies, Code of Ethics, and definition of coaching.
Empathy is a key driver
No one tells you how hard it is to rewire your brain to allow amazing things to happen after experiencing so much trauma and pain. We can’t change people; we can only invite them to reflect on their behaviour. As a coach who’s human centric, I want to build a bridge towards personal perspectives of being a human-being. No one really prepares you for how challenging it is to rewire your mind to embrace possibility after living through pain or trauma.
Healing takes time, patience, and a deep willingness to imagine something better. As much as we may want to change others, the truth is, we can’t. What we can do is invite reflection, offer perspective, and lead with empathy. As a human-centric coach, my aim is to build bridges towards greater self-awareness, towards others, and ultimately, towards what it truly means to be human.
Think differently
Coaching is really just a way to get more out of yourself than you might be able to on your own. It’s like having someone in your corner who helps you see things differently, stretch a bit further, and show up more fully. You can think of coaching as happening on three levels:
1. Performance Coaching
This is about helping you show up at your best in the moment. Maybe it’s prepping for a big meeting, making a tough decision, or managing your energy under pressure. It’s focused on what’s right in front of you and how to handle it well.
2. Life Coaching
This zooms out a bit. It’s about helping you navigate the bigger picture—work, relationships, goals, balance. It’s about asking, how do I get the most out of myself across the whole of my life?
3. Transformational Coaching
This goes even deeper. It’s a more meaningful conversation about who we are, how we see the world, and what really matters. It’s less about solving problems and more about shifting perspectives and growing into a truer version of yourself.