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Executive coaching

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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.

Draw from that experience

One of the most powerful ways to make the past more valuable is to invest it into your future through reflection. Become a student of your own life, and learn to look back on your days, months, and years with curiosity and intention.

Take a few minutes at the end of each day to reflect on your experiences, and ask yourself:
·       Who did I see or meet today?
·       What did we talk about?
·       How did those interactions make me feel?
·       What happened, and why?
·       Why did they say what they said?
·       Why did I respond the way I did?

I think by exploring these questions, you gain insight, learn from your experiences, and make your past serve your future. What do you think?

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.

Face the facts

Organisations navigating change need to slow down, examine their assumptions and avoid snap judgments that can alienate employees. I think building shared psychological safety means ensuring everyone feels heard and considered, not just the loudest or most senior voices. Leaders need to be willing to sit with discomfort, recognising that genuine transformation often challenges their own perspectives. Too often, the emotional burden of change is outsourced to middle managers or HR teams, who are expected to absorb employees’ fears and frustrations without adequate support themselves. While HR typically serves the strategic interests of the organisation, it’s crucial to balance this role with a genuine commitment to employee wellbeing and ethical practices.

Solving writer’s block

Writer’s block is often a symptom of something deeper, for example, anxiety. At its core, it’s the fear that what you are writing isn’t good enough. Anxiety is essentially wasting present energy on a future outcome you don’t want. When you expect your writing to fail, it becomes almost impossible to invest your full energy into it and sometimes, you can't even begin. If you or someone you know is struggling with writer’s block, the key is to change the internal narrative. I think the mental “movie” playing in your head isn’t working, so play a new one.

How? Ask better questions.
Instead of: “What if my writing isn’t good enough?”
Ask: “How amazing is my writing going to be once it’s done?”
Then say: “Congratulations – I did it.”

Key drivers for personal growth

c/o Indeed.com

I don’t usually give any advice unless specifically asked for, but after yesterday's blog post I thought it necessary to follow up with some key drivers for personal growth.

- Take care of your appearance; it shows respect for yourself and others.
- Define and pursue meaningful goals.
- Don’t give up at the first obstacle.
- Commit to ongoing self-improvement.
- Build trust and connection through empathy.
- Hold yourself to high standards.
- Learn from “no” without letting it define you.

These drivers aren’t about avoiding failure or discomfort, theyare about meeting it head-on. True growth requires us to risk the “no,” to keep showing up, and to keep becoming someone who is not just capable, but also kind, resilient, and worthy of trust.

You have to get used to “no”

Why are so many young men choosing porn over the risk, effort, and vulnerability of real-life connection? Recent research shows that 51% of young American men have never asked a woman out in person. That stat doesn’t just speak to fear, it suggests a skill gap. Engaging in conversation, dressing well, showing up with purpose, and persisting through discomfort takes practice. Maybe it’s time we started training men in “no” exercises, because success in life comes down to your willingness to ask, for example, to ask for help, friendship, a job or a date…and be ready to hear “no.” Again and again. Porn, by contrast, offers a quick dopamine hit with no risk, no rejection, no growth.

I think without learning to face rejection, how will men ever develop resilience, confidence, or presence? Where do they learn to demonstrate excellence? That venue used to be social life, now it’s time to reclaim it.

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.”

Are your employees engaged?

Scientific knowledge provides robust evidence about human motivation, emotional intelligence, and effective leadership, showing us how to create better, healthier, and more productive workplaces. However, this knowledge is often not systematically applied in daily organisational practice. As a coach and DEIB practitioner, I am dedicated to exploring methodologies for translating empirical findings into practical strategies that address the complex demands of everyday working environments. Contact me via email if I can be of service to you or your organisation.

Employee fulfilment

There are three fundamental needs people must have met to feel fulfilled in the workplace: autonomy, competence, and relatedness.

Autonomy means having the freedom to make decisions and manage one’s work. Competence is the sense of knowing how to do something well and feeling that this knowledge is both valued and put to use. Relatedness is the feeling of being connected with others.

When these three needs are met, employees can work and function in ways that are highly satisfying for themselves while also delivering strong results for their employers and clients.

Focusing on practical aspects

Leadership today is not just about vision, strategy, or performance metrics, it’s about presence. And not just the kind that shows up in meetings or quarterly reports, but the kind that’s felt by the people around you. Authentic leadership is not about being universally liked, it's about being consistent, grounded, and brave enough to embody values even when they challenge the norm.

I think in transformation contexts where uncertainty is high and morale can be fragile this kind of leadership becomes critical. It stabilises teams without sugarcoating reality. It encourages innovation without glossing over fear, and it helps people stay resilient through the messy, human process of change.

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.

Powerful life tools

Simple actions that strengthen your presence and impact:

1.     Be calm
2.     Talk less
3.     Observe more
4.     Show respect
5.     Move in silence
6.     Make eye contact
7.     Manage your time
8.     Think before speaking

These tools cost nothing but can change everything. I think mastering them helps you navigate challenges, build trust, and lead with quiet confidence. Keep them close as they work in any room you enter.

The tension

I think authentic leadership doesn’t always land softly. It can challenge cultures that are resistant to change. It can unsettle environments where vulnerability feels risky. And that’s okay. Emotional intelligence isn’t about being agreeable, it’s about being grounded, intentional, and human. It’s about holding space for discomfort anddriving momentum forward. If you are leading transformation, you should expect a bit of friction as that’s not failure, it’s the work.

This is a critical factor

Leaders with high emotional intelligence (EQ) don’t just command respect they also create connection. Their ability to self-regulate, empathise, listen actively, and respond with intention builds psychological safety, trust, and long-term engagement within their teams. Some people call them soft skills but in reality they are strategic skills.

Emotional intelligence also has a disruptive edge, and when practiced with authenticity, it can surface discomfort in environments resistant to change. I think people may resist vulnerability, they may distrust candor, and in many legacy organisations, empathy can even be misread as weakness. This is why senior leaders must not only model emotional intelligence, but also be prepared to manage the disruption it can cause.

““Nothing is given, everything is earned.””
— Burrellism