Results

The change coaching creates

The most meaningful measure of coaching is the change it creates.

On this page you will find testimonials from coaching clients and anonymised case studies that illustrate what becomes possible when leaders commit to their own growth.

Testimonials

What clients say

After the coaching with Maria, I am a different person: instead of losing my cool, reacting to others, being impatient and easily frustrated, I can now stay calm and choose a response to achieve the best possible outcome.

~ Executive Coaching Client

“Resourceful. Asks powerful questions. I gained insights and fresh perspectives in every coaching session.”

~ Executive Coaching Client

“Due to Maria’s coaching, I could transition into my new role much faster and avoided transition traps.”

~ Leadership Transition Client

“Maria helped me increase my self-awareness about why I behave, think, and communicate in certain ways and acquire a toolbox to flex my style for greater impact and influence.”

~ Executive Coaching Client

“I could reflect on the challenges and opportunities I face, which helped me gain greater clarity and focus, feel less overwhelmed and more confident to discover new approaches and strategies.”

~ Executive Coaching Client

Client Stories

What becomes possible

90 Days

TO TURNAROUND

Leadership Transition

The leader in transition

Challenge: A newly appointed Country Director was struggling 60 days into the role. The leader had inherited a demoralised team, was navigating unfamiliar stakeholder dynamics, and was under pressure to demonstrate results quickly.

Approach: Transition coaching using a structured onboarding framework. The work focused on stakeholder mapping, understanding the organisational culture, building early alliances, and sequencing priorities effectively.

Outcome: Within 90 days, the leader had secured buy-in for a restructured team and delivered a strategic plan that the regional board approved without revision. Voluntary attrition in the team dropped to zero over the following year.

0

ATTRITION AFTER

Executive Coaching

The high performer with a people problem

Challenge: A Vice President at a global organisation was a top performer by every business metric but had lost several direct reports within 18 months. The CHRO recognised the pattern and engaged Maria to work with the leader.

Approach: A six-month executive coaching engagement beginning with an EQ-i 2.0 assessment, followed by regular sessions focused on emotional regulation, active listening, and rebuilding trust with the remaining team members.

Outcome: No further attrition occurred in the 12 months following the engagement. Feedback scores on approachability and team trust improved significantly. The leader was promoted the following year.

Promotion

BEFORE COMPLETION OF COACHING ENGAGEMENT

Leadership Development

From operational excellence to strategic leadership

Challenge: A high-performing country-level leader — consistently exceeding targets and known for his people skills — was identified as a candidate for a senior regional role. He had not yet developed the executive presence the role required, and tended to stay in the background rather than lead from the front.

Approach: Stakeholder input was gathered to surface key development themes: cross-functional influence, strategic thinking, and operating at enterprise level. A combination of assessment tools was used to build self-awareness and provide practical tools for growth.

Outcome: The leader made consistent progress on confidence, impact, and executive presence. He was promoted before the coaching engagement ended — a direct result of the visible changes his line manager, HR, and key stakeholders had already observed.

Organisations I have worked with

Oracle  Merck  J&J  Nike  Sanofi GroupM IHH McCormick Plexus

Ready to create results like these?

The first conversation is informal and carries no obligation.