The rigour of science. The honesty of coaching.

“Attention is the rarest and purest form of generosity.”
— Simone Weil

My approach draws on behavioural science, not instinct. That means the work is grounded in evidence — but it doesn't feel like a lecture. The five elements below describe how I think about change. In practice they overlap, and the balance shifts depending on what each person or team actually needs.

1- Emotional Intelligence (EQ)

The emotions we return to — often without noticing — shape how we lead, how we connect, and how we make decisions. Patterns of anxiety, avoidance, or overcontrol don't disappear under pressure. They intensify.
In coaching, we explore what's beneath your responses: what you feel, how you interpret events, and why you react the way you do in moments that matter. Using tools like EQ-i 2.0, we build a clear picture of your emotional profile — and work from there.The goal isn't emotional management. It's the kind of self-awareness that makes better choices possible.

2- Cognitive behavioural coaching

Most leaders are running on stories — about what's expected of them, what failure means, what they're allowed to ask for. Many of those stories are invisible until something goes wrong.
Cognitive behavioural coaching helps you notice the patterns of thinking that shape your decisions and relationships. It's a practical, focused approach — particularly useful for analytical minds dealing with complexity, ambiguity, or transitions where old habits stop working

3- Neuroscience & Behavioural Change

The brain changes through experience, reflection, and repeated action. This isn't a metaphor — it's the mechanism by which lasting change happens.
Understanding how your brain responds to threat, uncertainty, and social pressure can shift how you lead in those moments. It opens space for choices that previously felt unavailable — not through willpower, but through a clearer picture of what's actually happening.

4- Psychometric Assessment

Data gives us a shared language. Tools like the Leadership Circle Profile, Hogan, and EQ-i 2.0 surface patterns — how you lead under pressure, how others experience you, where your strengths serve you and where they quietly work against you.
Assessment isn't the work. It's the starting point — a way of grounding the conversation in something more reliable than impression and more honest than self-report alone. I hold practitioner qualifications in Leadership Circle Profile, Hogan (HPI, HDS, MVPI), EQ-i 2.0, Korn Ferry ESCI, Lumina, and Belbin.

5- Experiential & Systemic Methods

Some of the most useful work happens outside the coaching conversation. I draw on experiential methods — including LEGO Serious Play and structured group processes — to surface dynamics that are hard to reach through dialogue alone.
For teams in particular, working through a shared task often reveals more in thirty minutes than a structured debrief does in two hours. The method follows what the work needs, not a fixed formula.
‍

try the growing seed ai chat by chat gpt

Who this is for

The leaders I work with tend to be senior, experienced, and already successful — which is often exactly why the patterns are hard to see. They're not looking for motivation or accountability. They're looking for rigour, honesty, and a thinking partner who won't just reflect their assumptions back at them. If that's what you're looking for, a short introductory call is the right first step.

Book a free call

We use cookies to enhance your browsing experience, and analyse our traffic. View our Privacy Policy for more information.