I work with leaders and organisations to strengthen leadership impact, improve team performance, and support well-grounded decisions in complex and high-stakes situations. My approach combines more than 20 years of entrepreneurial experience with a background in psychology, coaching, strategy, and leadership — enabling me to understand both the human dynamics and organisational realities that shape performance.
I act as a strategic partner for leaders navigating growth, change, or renewal, helping them connect strategy with people, culture, and execution. Whether the focus is clarifying leadership capability, strengthening team effectiveness, or aligning senior stakeholders around shared priorities, I provide the insight, structure, and perspective needed to move forward with confidence.
Every collaboration is tailored to the specific context and challenge. Depending on the situation, my work may include leadership and team assessment, executive coaching, team coaching, or board advisory — delivered as standalone support or combined into a coherent development journey.
The assessment solutions are typically used when organisations want to make well-grounded decisions in situations where leadership impact and team performance truly matter.
Common use cases include senior hiring, succession, or role transitions, as well as situations where organisations want to clarify leadership strengths and development areas, define focused growth priorities to enhance leadership influence and impact over time, gain an objective view of team dynamics and the real drivers of performance, or better understand misalignment or underperformance within teams.
In each case, the aim is not simply to evaluate individuals or teams in isolation, but to understand how leadership and team dynamics interact with the organisation’s context, culture, and strategic direction.
The assessment typically includes psychometric testing using the Tripod tests – a scientific tool based on the Big Five personality model, designed specifically to analyse behaviour, interaction patterns, and team dynamics, alongside individual interviews using coaching-based questioning and structured dialogue. These conversations help interpret results, explore motivation, and identify strengths and development needs that influence performance.
The focus is not on labels or scores, but on actionable insight: how leaders and teams actually operate in practice, where strengths truly lie, and what will most influence future performance. Where helpful, the assessment can be followed by executive or team coaching to support integration, alignment, and sustained impact – ensuring insight translates into meaningful change.
Whether you are stepping into a bigger role, leading through complexity, or looking to refine your leadership style, executive coaching provides the space and structure to think clearly, stay focused, and create measurable impact where it matters most.
Leaders seek coaching for many reasons: to strengthen leadership capability, enhance communication effectiveness, manage key stakeholders in complex environments, sustain performance under pressure, or achieve a healthier balance between professional demands and personal well-being. Coaching offers a confidential sounding board to test ideas, explore solutions, and build the clarity and confidence needed to lead with purpose and impact.
The coaching partnership begins with a deep understanding of your goals, challenges, and the environment in which you lead. Through structured reflection, we explore patterns, blind spots, limiting beliefs, and growth opportunities that may not yet be fully visible.
Where appropriate, coaching can be complemented by in-depth personality assessments and stakeholder interviews to create a more comprehensive picture of leadership style, capabilities, and development priorities. In some situations, coaching is combined with advisory input — offering strategic perspective, leadership development frameworks, and real-time decision support to accelerate both individual and organisational progress.
The exact approach — whether traditional coaching or a coaching–advisory hybrid — as well as the number and frequency of sessions, is defined based on your goals and context. The process creates the structure and accountability needed for growth to endure. Results require commitment and time, but the return is tangible: greater clarity, stronger leadership presence, and measurable impact on performance and outcomes.
I work with leadership and operational teams to strengthen how they collaborate, make decisions, and deliver results — particularly in periods of growth, pressure, or change. Team coaching focuses on what happens between people: how goals are aligned, how trust is built, how differences are handled, and how responsibility is shared. The aim is not to fix teams, but to help capable people work together with greater clarity, alignment, and impact.
Every team operates within its own context. The level of collaboration, communication, and accountability required varies depending on the team’s role, structure, and objectives. My role as a team coach is to create a space where teams can step back from day-to-day execution, reflect on how they function together, and address patterns that either support or limit performance. Through facilitated conversations, structured reflection,
and targeted coaching interventions, teams develop a shared understanding of what truly drives their effectiveness. Team coaching supports both leadership and operational teams in addressing practical challenges such as clarifying priorities, strengthening trust and accountability, improving collaboration and decision-making, navigating tension constructively, and adapting to change without losing momentum. The work is grounded in real situations the team is facing, ensuring that insight leads to tangible shifts in behaviour and ways of working.
This is not generic team-building. It is a focused, high-impact coaching process designed to help teams operate with greater clarity, cooperation, and ownership — enabling sustainable performance across the organisation.
Boards shape an organisation’s long-term direction, but strategic decisions alone do not guarantee success. Real impact depends on whether the leadership team has the capability, cohesion, and clarity to deliver agreed goals – and whether the board has the right insight to guide and support them effectively.
Drawing on experience in executive assessment, coaching, and team performance, I bring a holistic perspective that connects organisational strategy with leadership effectiveness. I support boards in strengthening their partnership with executive teams, ensuring that strategic ambitions are backed by the right people, capabilities, and cultural dynamics. This alignment improves execution while also strengthening trust, transparency, and collective performance across the leadership system.
