Executive Coaching for Established Leaders
Getting your team through this year.
All the emergencies or interruptions are stopping you from playing to your full potential. You're being held back from your high-value work.
The day disappears into other people's fires — your own work waits until night.
You see the firefighting, and you want it to stop. Your team doesn't — for them, it feels useful, strong, and committed.
It comes down to three things:
- Get your team through the year.
- Leave by 7, not 10.
- Make a plan that survives the week.
You haven't forgotten the strategy or the results. Daily interruptions keep pulling you away from the targets that matter most.
Being busy doesn't mean the work is moving forward.
Your team glorifies firefighting: play the hero, save one thing, drop five others — and fight the same fire again tomorrow.
Deep down, everybody knows firefighting isn't the job. You see it. They don't yet — and that gap is where I work: with you and with your team.
Imagine this year instead
- Your team is moving, delivering, getting through the year.
- You can switch off at a reasonable hour. At 7 instead of 10pm.
- Fires still happen — you're a leader, not a fortune-teller. But most weeks the plan holds, and when it doesn't, you adapt in minutes, not evenings.
- Your days go to the high-value work: stakeholders, strategy, talent.
That's you, playing to your full potential.
One leader, one workshop — before and after
What changed for one leader, after one workshop:
Before
Operating at team level — absorbed in day-to-day delivery
After the workshop
Setting direction and holding the team to it, rather than managing individual tasks
Before
Reluctant to assert authority; perceived as too accommodating
After the workshop
Setting clear boundaries and holding direct reports accountable — even under pushback
Before
Reactive, infrequent communication with senior stakeholders
After the workshop
Structured stakeholder updates — flagging risks and proposing solutions before being asked
Before
Limited visibility into team capability gaps
After the workshop
Articulating gaps precisely and working with HR and senior leadership to address them
Before
Workshop originally scoped for senior managers only
After the workshop
Chose to include the full team — confidence in his own leadership agenda
Get your team through this year — and get back to the work only you can do.
Ownership, boundaries, responsibility — you know all that. The issue is the emergencies keeping you from leading.
I work with you and your team, so the firefighting stops. Your plan mostly holds — and when something urgent hits, you have the space to adapt.
I can help with that
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
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