Confidential Executive Wellbeing
Private 1:1
Confidential support for senior leaders
Private psychological support for senior leaders — self-referred or company-sponsored. Not an EAP hotline. One practitioner, continuity, and a room for what will not stay in its lane.
Senior leaders rarely want an EAP queue. They want one person, continuity, and enough safety to look at what is actually compounding — the role, the family, the identity, the thing that will not stay in its lane.
This is confidential psychological support for executives and senior professionals. You do not need a crisis to use it.
Who this is for
If you are the leader
You are already carrying a senior brief. What you are seeking is a place to be heard, without managing the other person’s impression of you.
- The role and the rest of life are no longer separate, and pretending they are is costing you.
- You will not use an internal EAP, and you will not raise this with HR.
- Something has shifted — promotion, restructure, redundancy, a family pressure, a loss of direction — and you want to think it through with someone qualified, not perform resilience at it.
- You are not in crisis. You are also not fine. You want the work done before it becomes either.
If the personal and the professional have started to compound, request a confidential conversation → karen@workpsych.org
If you are sponsoring it
Use this when a senior leader needs support the EAP will not reach: too visible internally, too complex for a six-session rota, or simply unwilling to call a number their employer owns.
- Purpose, confidentiality, and boundaries contracted up front. The organisation can fund the work. It does not receive session content. What is reported back — attendance only, themes only, or nothing — is agreed before the first session.
- One practitioner, not a rota. In person or telehealth.
- Usable before a crisis, including alongside a transition, a restructure, or a period of heightened load.
Discuss an outsourced executive wellbeing arrangement → karen@workpsych.org
People come because several things are true at once, and none of them will wait their turn.
- Pressure that has stopped switching off. The role, the pace, the standard you hold yourself to.
- A life event inside a senior job. Family, relationship, health, parenting, money, housing, identity — running in parallel with the brief.
- A transition that has unsettled more than the CV. Promotion, restructure, redundancy, a revised direction, the question of what you are for.
- Strain that is showing up in other people. Conflict, a relationship at work or at home that has hardened, a loss of patience you do not like.
- The quieter costs. Motivation gone flat. Confidence narrowed. Boundaries collapsed. Sleep, energy, the sense that you are performing a version of yourself.
There is no requirement to arrive with a diagnosis, or with a crisis. Sessions can be used to make sense of what is happening, decide what matters, and leave with something you can actually do.
How I work
You get one practitioner, and the same one. I am a registered psychologist in Hong Kong and Australia, and I also work as a coach — which matters here only insofar as some conversations need psychological depth, and some need a decision.
The stance is straightforward. I will not rush you to a technique, and I will not leave you circling. Cognitive-behavioural work, and acceptance and commitment therapy where psychological flexibility is the actual issue, are used when they earn their place — not as a script.
I work affirmatively. Minority stress, identity, and the cost of managing other people’s assumptions are legitimate material in this room, not a side note.
What we do, in practice:
- Make enough safety to say the thing you have been managing in every other room.
- See the pattern — the rule, the assumption, the trigger.
- Separate what is yours to carry from what the role, the family, or the organisation has handed you.
- Choose a response that sits closer to what you actually stand for.
- Leave with agency. Small is allowed. Vague is not.