Executive & Leadership Coaching
Developmental
Psychologist-led executive coaching for senior leaders navigating complexity, transition, and high-stakes influence. Confidential. Goal-focused. Built for the room you are actually in.
Senior leadership is not a motivational problem. It is a performance problem under pressure: incomplete data, competing stakeholders, a thinner margin for unforced error.
This is a confidential, psychologist-led engagement for executives who need clearer thinking, stronger presence, and behaviour that matches the mandate they now hold.
Who is this for?
This work is built for people already carrying real responsibility:
Executives and senior leaders with a wider span of control, a more public mandate, or a board that now expects a different standard.
Leaders in motion — promotion, cross-border stretch, succession, restructure, or a brief that no longer fits the old playbook.
Business owners and partners navigating growth, a harder market, or a shift from operator to leader of leaders.
Sponsored engagements where the organisation needs a leader to land well — without theatre, and with outcomes that can be named.
If you want a sounding board that agrees with you, this is the wrong room.
If you want sharper judgement and behaviour the organisation can feel, start here.
Coaching for Change
A confidential engagement for leaders who need to move — not just reflect.
Together we define the outcome that actually matters, surface the patterns that help and the ones that quietly tax your effectiveness, and convert insight into decisions and behaviour the organisation can see.
You will:
- Name a sharp picture of success — not a wish list.
- See strengths, derailers, constraints, and unused resources with less self-deception.
- Build agency where it counts: the next conversation, the next decision, the next room.
Ask about Coaching for Change → karen@workpsych.org
Emotional Intelligence for Leadership Impact
Senior roles are won and lost in the room: reading the temperature, regulating yourself, and moving people without force.
This programme is for leaders who already know the technical brief — and still lose ground in stakeholder dynamics, conflict, or pressure. It pairs a rigorous ability-based assessment of emotional intelligence (MSCEIT® 2) with targeted coaching, so you can use emotional data the way you already use commercial data: in the moment.
You will build:
- Self-awareness and interpersonal insight that show up in live interactions, not just in a report.
- Cleaner in-the-moment judgement when you are triggered.
- Regulation of self and others under heat.
- Communication that adapts to the person and the political landscape in front of you.
Ask about EI-informed coaching → karen@workpsych.org
How I work
I work with professionals, leaders, and business owners navigating high-performance environments – particularly through change, growth and heightened responsibility.
You get a thinking partner who holds both the inner and organisational games. The work is personalised, goal-focused, collaborative and commercially literate.
Typical shifts:
- Clearer thinking and faster, cleaner decisions.
- Sharper self-awareness and a more accurate read of other people.
- Stronger agency — less circling, more movement.
- Behaviour that holds after the session, not only during it.
I draw on applied neuroscience and developmental psychology, and I use cognitive-behavioural, solution-focused, and strengths-based methods as the brief requires — not as a fixed script. Psychometrics come in when they add signal on personality, temperament, and the patterns that shape leadership, relationships, and performance.
Where this work is most often used:
- Leadership transitions and increased scope
- Derailers and blind spots that only appear at seniority
- Influence, communication, presence, and visibility
- Stakeholder management and the political landscape
- Emotional intelligence under pressure
- Self-management: regulation, energy, boundaries, resilience
- Values, identity, and a credible ‘what next’ after a hard reset
Coaching for Change
A confidential and tailored engagement, which clearly defines the coaching goals and relationships to all parties. Where organisationally sponsored, we encourage incorporation of a three-way meeting, including the counterpart and line Manager or HR.
At the outset, goals clearly defined alongside meaningful metrics for evaluation of progress and outcomes.
Coaching takes into consideration all aspects of counteparts’ professional and personal landscape including intrapersonal factors (e.g. drivers, thoughts, beliefs, assumption, values), interpersonal relations, organisational context and strategic direction and broader institutional factors.
WorkPsych’s Coaching for Change Framework:
Being Intelligent with Your Emotions
Deep Dive and EI
This programme combines a deep-dive coaching engagement with the Mayer-Salovey-Caruso Emotional Intelligence Test, Second Edition (MSCEIT® 2) — an ability-based measure of how you actually use emotional information, not how emotionally intelligent you believe you are. It is underpinned by research from applied neuroscience and developmental psychology.
The aim is practical: better emotional insight, a more accurate read of other people, and the capacity to use that data when the interaction is live, unexpected, and high-stakes.
What you takeaway:
Recognise what is happening in your body when you are triggered — and how that state is already shaping your thinking and your next move.
Read the room: face, voice, posture, and what is not being said. Use that information to choose the intervention, not just the talking point.
Earn trust by responding to the emotional need underneath the performance conversation.
Handle difference and conflict without turning the culture brittle.
Hold your own response — and others’ — when pressure, change, and scrutiny intensify.
What MSCEIT® 2 reports
Results include a total EI score and scores across four domains:
Perceiving Emotions
The skill to:
- Recognise how you are feeling as well as how others are feeling around you.
- Identifying and paying attention to your own somatic and sensory cues.
- Read nonverbal cues including facial expression, gestures, tone, and body language.
- Pick up emotional cues from the environment.
Connecting Emotions
The skill to connect with and generate emotions and reason with emotional information.
Understanding Emotions
The skill to understand the meaning of emotions and appreciate that emotions and feelings are complex and nuanced (not black or white) and can transition from one state to another (emotional forecasting/foresight).
Managing Emotions
The skill which enables you to effectively manage emotions in yourself and others.