Executive coaching for leaders who've outgrown the way they're leading
For senior leaders whose scope has changed faster than their way of working
You got here by being good at something. Being across the detail, holding high standards, being the person who makes things happen.
Then the role got bigger. And the approach that earned you the job starts creating problems in it: the team waiting for you, the decisions that keep coming back, the sense of running harder for less.
The assumptions driving how you lead were formed long before this role existed, and they haven’t been examined since.
You might be here because of something specific...
Your team engagement scores have dropped and the feedback is about you.
You’ve inherited a team that has been through a lot of change and doesn’t trust you yet.
The promotion happened, and the strengths that earned it are now getting in the way.
There’s a restructure underway and you’re the one absorbing all of it.
Or you’ve hit a level that should feel like enough, and it doesn’t.
What we'll work on
The pattern that keeps repeating – what happens when the pressure comes on, and where it comes from
Difficult conversations – the ones you’ve been putting off, prepared and rehearsed properly
Trust and accountability together – how to hold a high bar without the team going quiet
Leading people through change – especially when they’ve had too much of it already
Your own energy – what it costs you to lead the way you currently do, and what a sustainable version looks like
Changed how I approach problems
“I highly recommend Anna as a coach. During our coaching engagement, I’ve moved to a new role within my company, changed how I approach problems, found closer alignment of my own purpose and values with those of my organisation, increased my confidence in things like external networking, and my mental health has significantly improved overall. Anna’s style is brilliant, she creates a safe space, asks clever and thought-provoking questions, and between sessions she also shares useful resources (which is above and beyond for a coach).”
Owen | 1:1 client
How we work together
A regular rhythm
We start with a three-month engagement: a longer kick-off, then six fortnightly sessions of 45 to 60 minutes.
Notes captured
A summary after every session, so there’s a record of key insights, decisions, and actions.
Between sessions
You can reach me if something comes up that won’t wait a fortnight.
How we meet
Over Zoom, or in person if preferred and if within reach of London and the South West.
For HR and L&D
Most of this work is commissioned rather than bought by the individual, so here’s how I handle that.
What stays confidential
What’s said in a session stays in the session. I report on themes and progress (if requested), never on content.
Goals agreed upfront
Early in the engagement, I’ll have a short conversation with the sponsor about what success looks like.
A review at three months
We look at what’s changed and what’s still open, and decide whether to finish there or carry on monthly.
I also facilitate team sessions, which sometimes follow individual coaching when the pattern turns out to sit in the team rather than (just) the person.
I’m an ICF-certified executive coach with a MicroMasters in Organisational Psychology (including change management) and a background in brand strategy and capability building at Procter & Gamble and other luxury and consumer goods companies. I’ve spent thirteen years building my own business, and I work with founders and senior leaders on the scripts underneath how they lead. My clients have included leadership teams from scale-ups across tech, consumer and media, as well as global organisations including Unilever and Reckitt.