Services
How I work with leaders
Every engagement begins with a conversation.
I work primarily with CHROs, L&D leaders, and the executives they refer to me.
The starting point varies from one engagement to the next, but the common thread is always the same: something needs to change, and the leader is ready to do the work.
Every engagement begins with a conversation.
I work primarily with CHROs, L&D leaders, and the executives they refer to me.
The starting point varies from one engagement to the next, but the common thread is always the same: something needs to change, and the leader is ready to do the work.
Core Service
Executive coaching
I coach senior leaders and C-level executives who deliver strong results but are facing challenges on the relational side of leadership. Often, these are people who were promoted for their technical expertise or business acumen, but whose 360-degree feedback or team dynamics are now raising concerns.
Engagements typically run over 6 to 12 months. The process often includes diagnostic assessments (EQ-i 2.0, Hogan, or other tools depending on what is most appropriate), regular coaching sessions, and a structured approach that I have refined over more than 25 years. At the same time, the process is never rigid. I adapt to the leader, the context, and the organisational pressures they are navigating.
Common Areas of Focus
Emotional regulation under pressure Building trust within teams Influencing without authority Stakeholder relationship Executive presence
Emotional intelligence development
Emotional intelligence is not a fixed personality trait. It is a set of competencies that can be developed. That is what drew me to this field over two decades ago, and it remains central to everything I do.
I work with individuals and teams using the EQ-i 2.0 and EQ360 assessments as a starting point. The assessment provides a shared language and a clear baseline. From there, we focus on the specific competencies that will make the most meaningful difference for that person or team: self-awareness, emotional regulation, empathy, stress tolerance, impulse control, and interpersonal effectiveness.
I also certify other coaches and HR professionals in the EQ-i 2.0 through my role at Kandidata Asia, where I have led the distribution of the tool across the Asian market since 2006. This depth of involvement means I bring a level of expertise with the instrument that extends well beyond standard practitioner knowledge.
Key Competencies
Self-awareness Emotional regulation Empathy Stress tolerance Impulse control Interpersonal effectiveness
Leadership transitions
New roles fail for predictable reasons. Leaders import the playbook from their previous position, misread the political landscape, or move too quickly to prove themselves without first building the relationships they will need. I have seen this happen at every level, from director to CEO.
I coach leaders through the first critical months of a new role, using a structured transition framework to help them assess the situation accurately, secure early wins, and avoid the missteps that can derail even the most talented individuals.
The work is practical: identifying the right people to engage with first, choosing which priorities to act on, and learning to read the organisational culture before attempting to reshape it.
This area of my practice draws on the most widely adopted executive onboarding methodology in Fortune 500 companies. I have been certified to deliver this framework since 2017 and have supported leaders through transitions across industries and geographies.