Executive Coaching
(With A Big Stick)
Executive coaching with Neil is like having a crowbar when everyone else has a plastic fork. More gets done. The end.
Neil Bierbaum | Master Certified Coach (MCC) | MPhil Leadership Coaching (cum laude) | 10,000+ Coaching Hours | Johannesburg, South Africa & Global
Executive Coaching
(With A Big Stick)
Executive coaching with Neil is like having a crowbar when everyone else has a plastic fork. More gets done. The end.
Neil Bierbaum | Master Certified Coach (MCC) | MPhil Leadership Coaching (cum laude) | 10,000+ Coaching Hours | Johannesburg, South Africa & Global
My Coaching Approach
MY COACHING approach is platformed on my broad knowledge base combined with grounded wisdom based on experience—and a healthy dose of innate skepticism. In other words, I’ve studied and read a crazy amount and, as far as possible, I’ve tested everything I’ve learned first hand. So you won’t get cold theories from me; you’ll get frameworks and tools with straight-talk guidance on how to apply them for best effect in your unique context. Plus all the usual coaching stuff like questions and reflection for insight when it’s relevant.
I’ve been an award-winning journalist, an early Internet pioneer, a startup founder who didn’t make Series B, and a meditation practitioner for over 30 years. I bring all of that into a coaching room, along with 10,000 documented hours of individual and team coaching, a Master’s degree in Leadership Coaching awarded cum laude, and the highest credential that the International Coaching Federation awards: Master Certified Coach.
I am not neutral about what works. I’ve spent a career testing ideas about leadership and human performance in real conditions — South Africa’s uniquely demanding environment, high-stakes corporate settings, and my own life. What I bring to an executive coaching engagement is less warm facilitation and more rigorous, grounded challenge: frameworks that have survived contact with reality, delivered by someone with enough scar tissue to know the difference.
I’ve got a heap of qualifications and accreditations, which you can see below. I don’t like chemistry sessions because I know I can coach you and coach you well. However, if you insist, you’re welcome to book one here. Otherwise, select and book a private coaching program here. For corporate-sponsored coaching, please complete this questionnaire. To invite me to join your coaching panel, please use this contact form.
My Coaching Approach
MY COACHING approach is platformed on my broad knowledge base combined with grounded wisdom based on experience—and a healthy dose of innate skepticism. In other words, I’ve studied and read a crazy amount and, as far as possible, I’ve tested everything I’ve learned first hand. So you won’t get cold theories from me; you’ll get frameworks and tools with straight-talk guidance on how to apply them for best effect in your unique context. Plus all the usual coaching stuff like questions and reflection for insight when it’s relevant.
I’ve been an award-winning journalist, an early Internet pioneer, a startup founder who didn’t make Series B, and a meditation practitioner for over 30 years. I bring all of that into a coaching room, along with 10,000 documented hours of individual and team coaching, a Master’s degree in Leadership Coaching awarded cum laude, and the highest credential that the International Coaching Federation awards: Master Certified Coach.
I am not neutral about what works. I’ve spent a career testing ideas about leadership and human performance in real conditions — South Africa’s uniquely demanding environment, high-stakes corporate settings, and my own life. What I bring to an executive coaching engagement is less warm facilitation and more rigorous, grounded challenge: frameworks that have survived contact with reality, delivered by someone with enough scar tissue to know the difference.
I’ve got a heap of qualifications and accreditations, which you can see below. I don’t like chemistry sessions because I know I can coach you and coach you well. However, if you insist, you’re welcome to book one here. Otherwise, select and book a private coaching program here. For corporate-sponsored coaching, please complete this questionnaire. To invite me to join your coaching panel, please use this contact form.
Executive Coaching (With A Big Stick)
Executive coaching with Neil is like having a crowbar when everyone else has a plastic fork. More gets done. The end.
Neil Bierbaum | Master Certified Coach (MCC) | MPhil Leadership Coaching (cum laude) | 10,000+ Coaching Hours | Johannesburg, South Africa & Global
My Coaching Approach
MY COACHING approach is platformed on my broad knowledge base combined with grounded wisdom based on experience—and a healthy dose of innate skepticism. In other words, I’ve studied and read a crazy amount and, as far as possible, I’ve tested everything I’ve learned first hand. So you won’t get cold theories from me; you’ll get frameworks and tools with straight-talk guidance on how to apply them for best effect in your unique context. Plus all the usual coaching stuff like questions and reflection for insight when it’s relevant.
I’ve been an award-winning journalist, an early Internet pioneer, a startup founder who didn’t make Series B, and a meditation practitioner for over 30 years. I bring all of that into a coaching room, along with 10,000 documented hours of individual and team coaching, a Master’s degree in Leadership Coaching awarded cum laude, and the highest credential that the International Coaching Federation awards: Master Certified Coach.
I am not neutral about what works. I’ve spent a career testing ideas about leadership and human performance in real conditions — South Africa’s uniquely demanding environment, high-stakes corporate settings, and my own life. What I bring to an executive coaching engagement is less warm facilitation and more rigorous, grounded challenge: frameworks that have survived contact with reality, delivered by someone with enough scar tissue to know the difference.
I’ve got a heap of qualifications and accreditations, which you can see below. I don’t like chemistry sessions because I know I can coach you and coach you well. However, if you insist, you’re welcome to book one here. Otherwise, select and book a private coaching program here. For corporate-sponsored coaching, please complete this questionnaire. To invite me to join your coaching panel, please use this contact form.
“Leadership is a role. Through coaching, you write the script.”
“Leadership is a role. Through coaching, you write the script.”
“Leadership is a role. Through coaching, you write the script.”
My Credentials
+ Master Certified Coach (International Coaching Federation)
+ MPhil Leadership Coaching (cum laude) (Top Student; Research Award) Stellenbosch Business School (2025)
+ BCom (Economics) (1988)
+ 10,000+ documented hours: 5,000+ individual coaching ; 5,000+ team coaching
+ Geography Senior leadership and C-suite teams across Africa, Middle East, Europe and Canada
+ Industries Pharma (AstraZeneca, Novartis, Roche, Lundbeck); Financial Services (Absa, RMB, Investec, Nedbank); Mining & Energy (De Beers, Exxaro, Shell, Chevron)
+ Coach Training Professional Coaching Diploma from Creative Consciousness International (ICF ACTP) (2005); Professional Trainer (2007) — 2,500+ hours leading intensive personal transformation trainings
+ Team Process Experience Enneagram (Five Lens); Tuckman Team Stages; Senge (Learning Organization & Colleagueship); Neuroscience-based communication models; Ontological coaching; CBT-informed facilitation
+ Background Award-winning journalist and editor; early Internet pioneer; startup co-founder; 30+ years meditation practice
+ Publications The Conscious Leader: 52 Leadership Maxims (2017); Practical Mindfulness with Dr Colinda Linde (2018); Personal Effectiveness Series (2019)
Executive Coaching Programs
What kind of engagement do you need?
I am on executive coaching panels for international banks and business schools, with experience coaching up to business unit CEO level within structured reporting and supervision frameworks. If you are expanding your coaching panel, I welcome that conversation.
Mid-sized regional or local divisions of global companies undergoing change often need a coaching program designed around their specific context. I work closely with the sponsoring leader and head of HR to define objectives, develop the program, and deliver it — including structured discovery, contracting, sessions, and a formal evidence stream that keeps both of us honest about progress.
A note on evidence: most coaching programs rely on self-reported outcomes. I build a formalised evidence stream into every engagement — paying deliberate attention to reliable indicators of progress from the outset. Not because outcomes can’t be positive. Because they should be verifiable.
Some leaders prefer to work outside a company’s coaching panel. Some operate in organisations where no panel exists. I take on once-off engagements for senior leaders, leaders in transition, or leaders facing a specific challenge. The program follows a structured process: discovery and 360 feedback; contracting (with line manager input where relevant); six to eight coaching sessions; and a learning review at the close.
Every individual coaching engagement includes a copy of the Personal Effectiveness for Executives book and lifetime access to the fast-track video series — a set of distinctions and frameworks that enrich the coaching process and extend learning beyond the formal engagement.
The leadership communication models I teach in my team programs are all grounded in a coaching style of conversation. I bring the same models into individual executive coaching, and have a track record of supporting HR and OD teams to extend a coaching culture across an organisation.
What You Can Expect
What you can expect from working with me:
✓ Greater clarity on leadership identity — who you are as a leader, not just what you do
✓ Stronger capacity to influence without manipulation: stakeholder communication grounded in integrity
✓ Improved ability to think strategically and lead through uncertainty without pretending to have all the answers
✓ Insight into your information blind spots — the knowledge that lives in other people’s minds that you currently can’t access
✓ A coaching leadership style: non-directive, emergent, and actually sustainable
✓ Verifiable evidence of progress through a formalised evidence stream
What Clients Have Said
-
Frank Dhlamini, PhD, Program Manager, FNB South Africa
"I am grateful to have had this opportunity it’s been a life changing experience. I’m more motivated, positive and able to accept reality of things that I cannot change. I have started on a life-long journey of self-mastery."
-
Chris McClure, Head of HRSS Operations, FNB South Africa
"Neil changed my life. He provided guidance and encouragement for me to confront some situations that I otherwise would have avoided. I have new tools to use in difficult situations. I would recommend others to use the service."
-
Susan Yanguya, Chief Financial Officer, Kathu Solar Park
"Neil is a great coach who walks with you on your journey always ensuring that as the coachee, you are driving what needs to be discussed and yet getting practical solutions together. The process helps you to understand who you are — your strengths — and how to enhance that."
-
Ruth Field, Director, AstraZeneca
"Great coaching. Extremely real and practical concepts that can be used on a day-to-day basis at work, at home and in many other areas of life. Teaches one to be in touch with self and be a better person."
-
Emmanuel Makhele, Associate (Structural Engineer), Zutari
"I made great progress in finding overall direction and dealing with some critical decisions regarding long-term career. I’m definitely performing better at work and in life than I did when I started the coaching. A big part of it was learning how my enneagram style affects behaviour and decisions."
-
Arpit Bansal, Country Director: SSA, AstraZeneca
"Neil has been a highly supportive coach. He helped me to follow the larger purpose of leadership instead of getting immersed into the operational stuff. Also helped me on a self-discovery to find my motives, drivers, derailers and working with others in line with their personality styles."
-
Colleen McLintock, Head: Organizational Development, Omnicor
"Neil, we are so honoured to have you on [the Omnicor] Coaching Panel. Your clients speak highly of your coaching and we enjoy learning from you in the coaching circles. Thank you for using your remarkable talents and skills to fuel our mutual efforts."
My Credentials
+ Master Certified Coach (International Coaching Federation)
+ MPhil Leadership Coaching (cum laude) (Top Student; Research Award) Stellenbosch Business School (2025)
+ BCom (Economics) (1988)
+ 10,000+ documented hours: 5,000+ individual coaching ; 5,000+ team coaching
+ Geography Senior leadership and C-suite teams across Africa, Middle East, Europe and Canada
+ Industries Pharma (AstraZeneca, Novartis, Roche, Lundbeck); Financial Services (Absa, RMB, Investec, Nedbank); Mining & Energy (De Beers, Exxaro, Shell, Chevron)
+ Coach Training Professional Coaching Diploma from Creative Consciousness International (ICF ACTP) (2005); Professional Trainer (2007) — 2,500+ hours leading intensive personal transformation trainings
+ Team Process Experience Enneagram (Five Lens); Tuckman Team Stages; Senge (Learning Organization & Colleagueship); Neuroscience-based communication models; Ontological coaching; CBT-informed facilitation
+ Background Award-winning journalist and editor; early Internet pioneer; startup co-founder; 30+ years meditation practice
+ Publications The Conscious Leader: 52 Leadership Maxims (2017); Practical Mindfulness with Dr Colinda Linde (2018); Personal Effectiveness Series (2019)
Executive Coaching Programs
What kind of engagement do you need?
I am on executive coaching panels for international banks and business schools, with experience coaching up to business unit CEO level within structured reporting and supervision frameworks. If you are expanding your coaching panel, I welcome that conversation.
Mid-sized regional or local divisions of global companies undergoing change often need a coaching program designed around their specific context. I work closely with the sponsoring leader and head of HR to define objectives, develop the program, and deliver it — including structured discovery, contracting, sessions, and a formal evidence stream that keeps both of us honest about progress.
A note on evidence: most coaching programs rely on self-reported outcomes. I build a formalised evidence stream into every engagement — paying deliberate attention to reliable indicators of progress from the outset. Not because outcomes can’t be positive. Because they should be verifiable.
Some leaders prefer to work outside a company’s coaching panel. Some operate in organisations where no panel exists. I take on once-off engagements for senior leaders, leaders in transition, or leaders facing a specific challenge. The program follows a structured process: discovery and 360 feedback; contracting (with line manager input where relevant); six to eight coaching sessions; and a learning review at the close.
Every individual coaching engagement includes a copy of the Personal Effectiveness for Executives book and lifetime access to the fast-track video series — a set of distinctions and frameworks that enrich the coaching process and extend learning beyond the formal engagement.
The leadership communication models I teach in my team programs are all grounded in a coaching style of conversation. I bring the same models into individual executive coaching, and have a track record of supporting HR and OD teams to extend a coaching culture across an organisation.
What You Can Expect
What you can expect from working with me:
✓ Greater clarity on leadership identity — who you are as a leader, not just what you do
✓ Stronger capacity to influence without manipulation: stakeholder communication grounded in integrity
✓ Improved ability to think strategically and lead through uncertainty without pretending to have all the answers
✓ Insight into your information blind spots — the knowledge that lives in other people’s minds that you currently can’t access
✓ A coaching leadership style: non-directive, emergent, and actually sustainable
✓ Verifiable evidence of progress through a formalised evidence stream
What Clients Have Said
-
Frank Dhlamini, PhD, Program Manager, FNB South Africa
"I am grateful to have had this opportunity it’s been a life changing experience. I’m more motivated, positive and able to accept reality of things that I cannot change. I have started on a life-long journey of self-mastery."
-
Chris McClure, Head of HRSS Operations, FNB South Africa
"Neil changed my life. He provided guidance and encouragement for me to confront some situations that I otherwise would have avoided. I have new tools to use in difficult situations. I would recommend others to use the service."
-
Susan Yanguya, Chief Financial Officer, Kathu Solar Park
"Neil is a great coach who walks with you on your journey always ensuring that as the coachee, you are driving what needs to be discussed and yet getting practical solutions together. The process helps you to understand who you are — your strengths — and how to enhance that."
-
Ruth Field, Director, AstraZeneca
"Great coaching. Extremely real and practical concepts that can be used on a day-to-day basis at work, at home and in many other areas of life. Teaches one to be in touch with self and be a better person."
-
Emmanuel Makhele, Associate (Structural Engineer), Zutari
"I made great progress in finding overall direction and dealing with some critical decisions regarding long-term career. I’m definitely performing better at work and in life than I did when I started the coaching. A big part of it was learning how my enneagram style affects behaviour and decisions."
-
Arpit Bansal, Country Director: SSA, AstraZeneca
"Neil has been a highly supportive coach. He helped me to follow the larger purpose of leadership instead of getting immersed into the operational stuff. Also helped me on a self-discovery to find my motives, drivers, derailers and working with others in line with their personality styles."
-
Colleen McLintock, Head: Organizational Development, Omnicor
"Neil, we are so honoured to have you on [the Omnicor] Coaching Panel. Your clients speak highly of your coaching and we enjoy learning from you in the coaching circles. Thank you for using your remarkable talents and skills to fuel our mutual efforts."
My Credentials
+ Master Certified Coach (International Coaching Federation)
+ MPhil Leadership Coaching (cum laude) (Top Student; Research Award) Stellenbosch Business School (2025)
+ BCom (Economics) (1988)
+ 10,000+ documented hours: 5,000+ individual coaching ; 5,000+ team coaching
+ Geography Senior leadership and C-suite teams across Africa, Middle East, Europe and Canada
+ Industries Pharma (AstraZeneca, Novartis, Roche, Lundbeck); Financial Services (Absa, RMB, Investec, Nedbank); Mining & Energy (De Beers, Exxaro, Shell, Chevron)
+ Coach Training Professional Coaching Diploma from Creative Consciousness International (ICF ACTP) (2005); Professional Trainer (2007) — 2,500+ hours leading intensive personal transformation trainings
+ Team Process Experience Enneagram (Five Lens); Tuckman Team Stages; Senge (Learning Organization & Colleagueship); Neuroscience-based communication models; Ontological coaching; CBT-informed facilitation
+ Background Award-winning journalist and editor; early Internet pioneer; startup co-founder; 30+ years meditation practice
+ Publications The Conscious Leader: 52 Leadership Maxims (2017); Practical Mindfulness with Dr Colinda Linde (2018); Personal Effectiveness Series (2019)
Executive Coaching Programs
What kind of engagement do you need?
I am on executive coaching panels for international banks and business schools, with experience coaching up to business unit CEO level within structured reporting and supervision frameworks. If you are expanding your coaching panel, I welcome that conversation.
Mid-sized regional or local divisions of global companies undergoing change often need a coaching program designed around their specific context. I work closely with the sponsoring leader and head of HR to define objectives, develop the program, and deliver it — including structured discovery, contracting, sessions, and a formal evidence stream that keeps both of us honest about progress.
A note on evidence: most coaching programs rely on self-reported outcomes. I build a formalised evidence stream into every engagement — paying deliberate attention to reliable indicators of progress from the outset. Not because outcomes can’t be positive. Because they should be verifiable.
Some leaders prefer to work outside a company’s coaching panel. Some operate in organisations where no panel exists. I take on once-off engagements for senior leaders, leaders in transition, or leaders facing a specific challenge. The program follows a structured process: discovery and 360 feedback; contracting (with line manager input where relevant); six to eight coaching sessions; and a learning review at the close.
Every individual coaching engagement includes a copy of the Personal Effectiveness for Executives book and lifetime access to the fast-track video series — a set of distinctions and frameworks that enrich the coaching process and extend learning beyond the formal engagement.
The leadership communication models I teach in my team programs are all grounded in a coaching style of conversation. I bring the same models into individual executive coaching, and have a track record of supporting HR and OD teams to extend a coaching culture across an organisation.
What You Can Expect
What you can expect from working with me:
✓ Greater clarity on leadership identity — who you are as a leader, not just what you do
✓ Stronger capacity to influence without manipulation: stakeholder communication grounded in integrity
✓ Improved ability to think strategically and lead through uncertainty without pretending to have all the answers
✓ Insight into your information blind spots — the knowledge that lives in other people’s minds that you currently can’t access
✓ A coaching leadership style: non-directive, emergent, and actually sustainable
✓ Verifiable evidence of progress through a formalised evidence stream
What Clients Have Said
-
Frank Dhlamini, PhD, Program Manager, FNB South Africa
"I am grateful to have had this opportunity it’s been a life changing experience. I’m more motivated, positive and able to accept reality of things that I cannot change. I have started on a life-long journey of self-mastery."
-
Chris McClure, Head of HRSS Operations, FNB South Africa
"Neil changed my life. He provided guidance and encouragement for me to confront some situations that I otherwise would have avoided. I have new tools to use in difficult situations. I would recommend others to use the service."
-
Susan Yanguya, Chief Financial Officer, Kathu Solar Park
"Neil is a great coach who walks with you on your journey always ensuring that as the coachee, you are driving what needs to be discussed and yet getting practical solutions together. The process helps you to understand who you are — your strengths — and how to enhance that."
-
Ruth Field, Director, AstraZeneca
"Great coaching. Extremely real and practical concepts that can be used on a day-to-day basis at work, at home and in many other areas of life. Teaches one to be in touch with self and be a better person."
-
Emmanuel Makhele, Associate (Structural Engineer), Zutari
"I made great progress in finding overall direction and dealing with some critical decisions regarding long-term career. I’m definitely performing better at work and in life than I did when I started the coaching. A big part of it was learning how my enneagram style affects behaviour and decisions."
-
Arpit Bansal, Country Director: SSA, AstraZeneca
"Neil has been a highly supportive coach. He helped me to follow the larger purpose of leadership instead of getting immersed into the operational stuff. Also helped me on a self-discovery to find my motives, drivers, derailers and working with others in line with their personality styles."
-
Colleen McLintock, Head: Organizational Development, Omnicor
"Neil, we are so honoured to have you on [the Omnicor] Coaching Panel. Your clients speak highly of your coaching and we enjoy learning from you in the coaching circles. Thank you for using your remarkable talents and skills to fuel our mutual efforts."
Who do you choose to be as a leader?
Who do you choose to be as a leader?
Who do you choose to be as a leader?
FAQ Section
A mentor shares their own experience and advice. A coach works to develop your capacity to think, decide, and act more effectively — drawing on your own experience. My approach combines both: deep frameworks and direct challenge where relevant, alongside the reflective questioning that creates genuine insight. The distinction matters because leaders at senior levels often have capable mentors. What they less often have is a skilled thinking partner who holds them accountable to their own stated standards.
The MCC is the International Coaching Federation’s highest credential, held by fewer than 4% of ICF-credentialled coaches globally. It requires demonstrated mastery across coaching competencies and a substantial documented coaching hour requirement, as well as an ethics exam and agreed compliance with ethical standards. For an executive or HR buyer evaluating coaches, it is the single most reliable signal of professional standards — more so than years of experience or self-described expertise.
An individual coaching engagement usually runs for six to eight core coaching sessions. This is in addition to the initial engagement (discovery and contracting) phase, which typically involves a chemistry session, enneagram and 360 feedback, input from your line manager, and a contracting session. A formal learning review with further input from your line manager will form part of the program. Therefore, the total investment is typically eight to twelve touchpoints and varies based on context and objectives.
Every engagement includes a formalised evidence stream: deliberate, upfront agreement on what reliable progress indicators will look like for this coachee, in this context. This means outcomes are tracked against evidence rather than self-report alone. At the close of the program, a structured learning review consolidates what has changed, and where relevant, line manager input is invited. This approach protects the integrity of the investment for both the coachee and the sponsoring organisation.
Both. I am on coaching panels for a number of international banks and business schools. I also work directly with individual senior leaders who prefer to engage outside a corporate panel, or who work in organisations without one. Once-off engagements for leaders in transition or facing a specific challenge are welcomed. Remedial coaching is also considered under agreed conditions.
Three things. First, the range of deeply integrated knowledge and practice: ontological coaching, CBT principles, Jungian depth psychology, neuroscience, and contemplative practice, synthesised rather than applied in isolation. Second, age and experience base: 10 years as an investigative journalist and editor; a decade of business experience including a stint as managing director of an IT services company; two decades and 10,000+ documented coaching hours of coaching. Taken together, this means I get where people are at, and I know where to focus for maximum impact. Third, the investigator stance: I have spent a career calling out what doesn’t work in leadership development. My award-winning MPhil (Leadership Coaching) thesis was exactly that: investigating what works in coaching, not just what makes coaching pretty. I bring that same rigour to a coaching room — which means coachees get honest challenge, not comfortable facilitation.
I coach in English. I have worked with clients across Africa, the Middle East, Europe (including Latvia), and Canada.
FAQ Section
A mentor shares their own experience and advice. A coach works to develop your capacity to think, decide, and act more effectively — drawing on your own experience. My approach combines both: deep frameworks and direct challenge where relevant, alongside the reflective questioning that creates genuine insight. The distinction matters because leaders at senior levels often have capable mentors. What they less often have is a skilled thinking partner who holds them accountable to their own stated standards.
The MCC is the International Coaching Federation’s highest credential, held by fewer than 4% of ICF-credentialled coaches globally. It requires demonstrated mastery across coaching competencies and a substantial documented coaching hour requirement, as well as an ethics exam and agreed compliance with ethical standards. For an executive or HR buyer evaluating coaches, it is the single most reliable signal of professional standards — more so than years of experience or self-described expertise.
An individual coaching engagement usually runs for six to eight core coaching sessions. This is in addition to the initial engagement (discovery and contracting) phase, which typically involves a chemistry session, enneagram and 360 feedback, input from your line manager, and a contracting session. A formal learning review with further input from your line manager will form part of the program. Therefore, the total investment is typically eight to twelve touchpoints and varies based on context and objectives.
Every engagement includes a formalised evidence stream: deliberate, upfront agreement on what reliable progress indicators will look like for this coachee, in this context. This means outcomes are tracked against evidence rather than self-report alone. At the close of the program, a structured learning review consolidates what has changed, and where relevant, line manager input is invited. This approach protects the integrity of the investment for both the coachee and the sponsoring organisation.
Both. I am on coaching panels for a number of international banks and business schools. I also work directly with individual senior leaders who prefer to engage outside a corporate panel, or who work in organisations without one. Once-off engagements for leaders in transition or facing a specific challenge are welcomed. Remedial coaching is also considered under agreed conditions.
Three things. First, the range of deeply integrated knowledge and practice: ontological coaching, CBT principles, Jungian depth psychology, neuroscience, and contemplative practice, synthesised rather than applied in isolation. Second, age and experience base: 10 years as an investigative journalist and editor; a decade of business experience including a stint as managing director of an IT services company; two decades and 10,000+ documented coaching hours of coaching. Taken together, this means I get where people are at, and I know where to focus for maximum impact. Third, the investigator stance: I have spent a career calling out what doesn’t work in leadership development. My award-winning MPhil (Leadership Coaching) thesis was exactly that: investigating what works in coaching, not just what makes coaching pretty. I bring that same rigour to a coaching room — which means coachees get honest challenge, not comfortable facilitation.
I coach in English. I have worked with clients across Africa, the Middle East, Europe (including Latvia), and Canada.
FAQ Section
A mentor shares their own experience and advice. A coach works to develop your capacity to think, decide, and act more effectively — drawing on your own experience. My approach combines both: deep frameworks and direct challenge where relevant, alongside the reflective questioning that creates genuine insight. The distinction matters because leaders at senior levels often have capable mentors. What they less often have is a skilled thinking partner who holds them accountable to their own stated standards.
The MCC is the International Coaching Federation’s highest credential, held by fewer than 4% of ICF-credentialled coaches globally. It requires demonstrated mastery across coaching competencies and a substantial documented coaching hour requirement, as well as an ethics exam and agreed compliance with ethical standards. For an executive or HR buyer evaluating coaches, it is the single most reliable signal of professional standards — more so than years of experience or self-described expertise.
An individual coaching engagement usually runs for six to eight core coaching sessions. This is in addition to the initial engagement (discovery and contracting) phase, which typically involves a chemistry session, enneagram and 360 feedback, input from your line manager, and a contracting session. A formal learning review with further input from your line manager will form part of the program. Therefore, the total investment is typically eight to twelve touchpoints and varies based on context and objectives.
Every engagement includes a formalised evidence stream: deliberate, upfront agreement on what reliable progress indicators will look like for this coachee, in this context. This means outcomes are tracked against evidence rather than self-report alone. At the close of the program, a structured learning review consolidates what has changed, and where relevant, line manager input is invited. This approach protects the integrity of the investment for both the coachee and the sponsoring organisation.
Both. I am on coaching panels for a number of international banks and business schools. I also work directly with individual senior leaders who prefer to engage outside a corporate panel, or who work in organisations without one. Once-off engagements for leaders in transition or facing a specific challenge are welcomed. Remedial coaching is also considered under agreed conditions.
Three things. First, the range of deeply integrated knowledge and practice: ontological coaching, CBT principles, Jungian depth psychology, neuroscience, and contemplative practice, synthesised rather than applied in isolation. Second, age and experience base: 10 years as an investigative journalist and editor; a decade of business experience including a stint as managing director of an IT services company; two decades and 10,000+ documented coaching hours of coaching. Taken together, this means I get where people are at, and I know where to focus for maximum impact. Third, the investigator stance: I have spent a career calling out what doesn’t work in leadership development. My award-winning MPhil (Leadership Coaching) thesis was exactly that: investigating what works in coaching, not just what makes coaching pretty. I bring that same rigour to a coaching room — which means coachees get honest challenge, not comfortable facilitation.
I coach in English. I have worked with clients across Africa, the Middle East, Europe (including Latvia), and Canada.
