How I Work

Who I work with?

I work with leaders navigating new roles, stepping into greater responsibility, or looking to bring more clarity to how they lead. I help them find direction and unlock their next level of growth.

Mid-Level and Senior Leaders

Who have recently been promoted, are preparing for advancement, or are showing early signs of burnout.

Entrepreneurs and Family Business Owners

Looking to build better systems and grow their people management skills.

Managers
in International Structures

Who need to quickly adapt to a new country, culture, or work environment.

Leadership Teams — SLT

Looking to elevate their communication, collaboration, and overall effectiveness as a team.

When partnership makes sense

Before any engagement begins, I schedule a discovery session with the client – a meeting designed for mutual understanding and alignment. This is the moment to walk through the process I offer. It is also the time for questions, addressing concerns, and determining whether the right conditions exist to move forward together.

I take on an engagement when the client:

is ready to take full ownership of their own transformation

has the intention and energy to make that transformation happen – now

has the courage to challenge their own assumptions and experiment with new ways of operating

My approach and methodology

Coaching, to me, is a space for real change — not just an inspiring conversation or casual reflection, but a precise, measurable process with results you can feel and see. I work with senior leaders, so my approach combines psychological depth with the practical structure the business world expects.

In my work, I step into different roles depending on what the situation demands. Sometimes I’m a mirror — reflecting back my client’s words and emotions so they can see themselves from a new angle and uncover what they hadn’t noticed before. Other times, I become a sparring partner — creating a safe space to test new behaviors, rehearse difficult conversations, and pressure-test communication before it goes live.

And sometimes I step into the role of challenger — asking the question no one else has asked, then holding space for the answer to emerge.

The silence that follows often leads to breakthrough thinking. I draw on multiple approaches. My foundation is coaching, but I also integrate elements of mentoring and insights from brief therapeutic modalities – such as Solution-Focused Brief Therapy and Coherence Therapy – to better understand the dynamics of change and support my clients more effectively. I use metaphors, experiments, and simulations to create conditions for a creative process where clients discover solutions that weren’t accessible before.

Through it all, I maintain a partnership-based relationship. I may share a story, point to an alternative, or suggest an option — but always with full respect for my client’s autonomy. They are the expert on their own life. I create the conditions for them to explore new perspectives and intentionally shape their own path forward.

My roles in the coaching process

Sparing Partner

I create a safe space to practice new behaviors, test ideas, and rehearse difficult conversations – including outside the comfort zone. I give direct feedback: what’s working and what’s not.

Sounding Board

Sometimes my role is just to be a mirror – and that’s enough. I reflect back what I hear so my client can see themselves differently. That moment of insight is often all it takes to get unstuck or shift direction.

Challenger

I ask questions that challenge assumptions – and let silence do the work. That’s where deeper insights emerge and new perspectives open up.

“I believe in tailored solutions. I design processes built around the individual and their needs. Because every leader grows from a different foundation.”

I am not your typical coach —
I combine coaching with real-world experience

When needed, I share my own experience, offer alternative perspectives, and put forward hypotheses. I never impose solutions — I create space for reflection and choice.

If I see a client at a crossroads, I’ll step into a mentoring role as well. I recommend books, podcasts, or other resources — always carefully selected to fit their specific needs.

What my clients value:

I’ve walked the path they’re on — I speak their language and know their reality
I deeply understand the dynamics of corporations, family businesses, and private companies — I can translate best practices from large organizations to fit smaller businesses
I work with people and real situations, not theory — every session is grounded in what’s actually happening

“I believe in tailored solutions. I design processes built around the individual and their needs. Because every leader grows from a different foundation.”

The engagement process

Leadership Circle Profile^TM

Everything starts with the Leadership Circle Profile™ – an advanced psychometric assessment that creates a unique portrait of your leadership based on feedback from dozens of people around you. This isn’t just charts and data. It’s a candid, necessary confrontation with reality: who you are in others’ eyes versus who you think you are.

Before we move forward, we take time to fully unpack the results. You gain a clear understanding of your patterns. This is often an intense moment — one that stirs real emotion and deep reflection. Because true change begins with being moved.

Feedforward sessions

I then invite individuals from the client’s professional circle into the process – supervisors, mentors, close business partners – people of good will who are genuinely invested in the client’s growth. In these individual conversations, we do not analyze the past, past mistakes, or missed opportunities. Instead, I seek a vision of the future by asking:

“What version of this person do you see in the future?”

“What traits, behaviors, and attitudes will allow this person to fully unlock their potential and truly spread their wings?”

That’s the power of feedforward — it’s forward-looking, focused on potential, not problems. The client walks away with a rich, consistent view of what others see as possible — and what they’re hoping for. This kind of insight doesn’t live in any report.

One Big Thing Goal

The next step is defining the One Big Thing Goal – a single objective that becomes the axis of the entire process. Not three, not fifteen, but one critical area whose transformation triggers positive change across multiple dimensions.

It typically emerges within the first few sessions – when the energy and freshness of the LCP and feedforward insights make it possible to capture what truly matters and give the process a clear direction.

Case in point:

stepping out of the role of a detached leader and showing up for the team with authenticity,
converting an endless stream of ideas into real-world execution with clearly defined accountability,
making a conscious decision to shape one’s life and work around a deep sense of purpose.

Regular coaching with progress monitoring

Once the primary development objective has been established, systematic sessions begin. Our meetings create space for reflection and the examination of new behaviors across both personal and professional dimensions. We work with emotions, experiments, and concrete actions that the client integrates into their daily practice. Each subsequent session is an opportunity to deepen self-awareness and recalibrate the course.

To measure progress toward the One Big Thing Goal, the process is supported by the cyclical PULSE™ assessment, which delivers feedback from the client’s close professional circle every few month