Executive Coaching for Established Leaders
Don't miss out on your next big opportunity.
Somebody else is being promoted. Again. It isn't your competence — the people who decide have never seen it. If you're ready for the next one, let's see what we can do together.
You weren't rejected for not being the right fit. You were passed over.
They couldn't see you leading the team during a crisis. That is a positioning gap, not a character flaw — and it is entirely fixable.
Take Sophie:
- Sophie has her team's respect and trust. They see her lead every day.
- Her stakeholders have never seen that authority come through.
- They only ever see her collaborative and smiling — so a team player is all she ever is in their eyes.
The problem isn't that she lacks authority within her team. It's that the people deciding have never seen it.
We worked on what empathy and servant leadership really mean. It entails strength, and making the hard calls so the whole team doesn't suffer from one person's issues. It also means being comfortable across the full range of leadership and influence — from the softer side (consensus, time) to the tougher one: "this isn't a discussion anymore. We go there."
Kindness without authority reads as weakness. Kindness with authority reads as strength.
Great leadership is not about removing empathy. It's about embracing all of it: being assertive, listening well, exchanging easily with your stakeholders, creating reciprocity, seeking support when you need it. And the opposite extreme costs just as much.
Take Daniel:
- Daniel took charge and let go of a manager who was disruptive, aggressive, even destructive to the team.
- He thought he was being fair and square.
- The same people called him "Terminator".
Too kind or too tough — either way, your leadership gets questioned. You may think you're a pussycat; others see a tiger. Or the reverse.
Being assertive and driven is what got Daniel there. Taking more time for diplomacy, while keeping strong boundaries, let him stay strong — without doubting himself — and gave people time to appreciate what he brings the team, instead of judging him as too tough.
From trusted team player to recognised leader
- That's how you truly level up. It's not about more responsibility.
- It's playing at a different level.
- And yes, even introverts can play there. Actually, they're quite good at it.
You act your way into the role before it's offered.
Where you are now → where you want to go
The concrete before-and-after:
Today
You answer the question you were asked
In three months
You proactively structure your feedback and updates. Your communication is clear, in both very formal and informal discussions
Today
You bring options — and trust a process, or a person, for longer than it serves you
In three months
You map your timing beforehand and prepare a backup plan — other solutions, other people — in case the initial situation changes
Today
You agree in the room, then worry at 11pm
In three months
You say the hard thing at 3pm, in the room, professionally
Today
Your value is visible to your manager — and stops there
In three months
You can't change the past, but you're now building a network
Today
"Too kind"
In three months
"Fair — and people know where you stand, and respect you for that"
Today
You feel reactive — and put it down to how the market works
In three months
You have a robust structure that keeps you on your bigger goals, with space for the unavoidable emergencies
What you're buying, stated outright
Twenty years of sitting on the other side of these decisions, applied to your situation — so you stop guessing what "not quite ready" meant.
It isn't about changing who you are. It's about aligning your capabilities with what your organisation values most right now — so your integrity, and the way you want to lead, become visible and land.
You're doing everything, and it still isn't working. If it were easy, you'd have done it yourself already. This isn't one session and you're there — but if you're ready to make the effort and put the energy in, you're in the right place.
Let's talk about your three months
After leading in C-suite positions, I thought I had seen it all. A highly complex situation showed me otherwise — and that's when I began working with Laurence. Her guidance helped me reset, realign, and move forward with clarity. My sleep, performance, and day-to-day satisfaction improved significantly.
After leading in C-suite positions, I thought I had seen it all. A highly complex situation showed me otherwise — and that's when I began working with Laurence. Her guidance helped me reset, realign, and move forward with clarity. My sleep, performance, and day-to-day satisfaction improved significantly.Christian Loyer
VP, i-Nexus · London
Where To Start
Which describes you?
Pick your situation. Each path has its own page.
For You & Your Team
The daily emergencies keep winning. Coaching for you and your team leads — so the firefighting stops, the plan holds, and you get back to the work only you can do.
See how it works → 2.For Your Next Role
New role, bigger scope — or feedback that you're too tough, or too kind? You don't have to become someone new. Add to who you already are.
See the programme →Start Here — Free
Not ready to talk? Start here.
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