For Organizations
Executive coaching for the women your organization can't afford to lose.
I work with companies investing in the development, retention, and progression of senior women — through promotion, scope expansion, maternity return, post-merger leadership, and the high-stakes transitions that decide whether a leader stays and grows, or quietly disengages.
Confidential. ICF-certified. Designed for organizations that take women's leadership seriously.
Fifteen years on a commodity trading desk before becoming a coach.
I understand the kind of decisions your senior women carry.
Where I can help
Your senior women navigating pressure most of their peers don't see and carrying decisions that have no obvious answer. What your organisation can't measure, until it's too late, is that this is precisely the moment a high-performing woman either accelerates or quietly begins to withdraw. By the time it appears in retention data, engagement scores, or post-promotion performance, the moment to act has already passed.
The cost of getting this moment wrong:
A senior woman who stops believing the next step is worth it — right before she was about to take it
A leader who comes back from maternity leave and finds herself retreating rather than advancing
A founder whose business has outgrown the version of herself that built it
A new role that looked like the obvious move — until she was actually sitting in it
Organizations that invest at these moments retain leaders the market is actively trying to recruit.
Behind every business result, there is a person. When that person is seen, supported, and doing work they believe in — performance follows. Not the other way around.
Three structured engagement formats.
Each one is grounded in fifteen years on the trading desk in international commodity markets, then ICF-certified coach training, ORSC (Organization Relationship Systems Coaching).
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For senior women navigating transitions, taking on expanded scope, returning from maternity, or carrying ongoing complexity without an obvious place to think it through.
The work is confidential, ICF-standard, and structured around the real decisions your leader is facing — not performance management, not advice. A rigorous thinking partnership that produces clarity and action.
Leadership Transition (6 months) For women stepping into a larger role, post-promotion, or post-merger. Outcomes: clarity on the identity and decisions the new role requires, executive presence in a new room, stakeholder navigation, decision-making under pressure.
Executive Engagement (12 months) For VPs, C-suite, and senior leaders carrying ongoing complexity. Outcomes: sustained thinking partnership, decision support at the level where there are no easy answers, identity coherence as the role continues to grow.
Maternity Return Program (6 months) Outcomes: strategic repositioning inside the organisation, boundary design, identity integration, re-entry from clarity rather than performance anxiety.
Custom formats — senior women's leadership cohorts, post-acquisition leadership support, women's development programs — available on request.
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For senior women who want to understand how they lead, and for leadership teams that want to understand how they work together.
Lumina is a psychometric tool built on the Big Five personality model, covering 27 leadership qualities. Unlike most assessments, it does not box people into types. It shows the full range of how a person operates: naturally, under pressure, and in between.
For individual leaders: a Lumina profile paired with one-to-one debrief coaching. She sees how she shows up, what she stretches into under pressure, and where development is most likely to create impact. Often used at the start of an engagement to ground the coaching in data.
For leadership teams: a Lumina Team session. Each person takes the profile individually; the debrief happens with the full team in the room. What tends to emerge: which dynamics are patterns, which are friction, and what the team has collectively been avoiding talking about. The debrief is facilitated — not a lecture, not a slide deck. A working conversation with data behind it.
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For leadership teams that are functioning but feel the friction, where the meetings are productive enough, but something underneath is slowing things down.
A half-day or full-day facilitated session, in-person, designed around one specific question: how are we actually working together, and what needs to change?
This is not a team-building day. It is a working session.
What it covers:
How the team communicates under pressure versus at ease
What each person needs to think clearly, and what gets in the way
Where trust is strong and where it is performed rather than real
One or two specific agreements the team will leave with — not a list of values on a wall
The workshop can follow a Lumina Team Assessment (recommended) or stand alone. Format, focus, and depth adjusted to the team's situation.
For: leadership teams of 4–10 people. Works with teams in transition (new leader, post-restructure, post-acquisition) as well as stable teams that have never had a structured conversation about how they work.
What I offer
My methodology
Ground · Read · Choose · Move.
A four-step practice I walk every client through, every session, and across every engagement.
Ground — return to the body. You cannot read signals while braced.
Read — three reads: the pattern (what is repeating), the system (what wider forces you are inside), the self (what your underlying direction actually is).
Choose — decide from clarity, not pressure.
Move — take aligned, visible action. Then return to Ground.
This is how I work.
Under pressure, leaders lose the ability to read all three.
My job is to restore it.
Confidentiality model
What the organization sees:
That the engagement is taking place
Broad goal framing (agreed by client and sponsor at intake)
Completion and engagement summary at the end (high level, no content)
What stays between the client and me:
Everything else. Every conversation. Every reflection. Every doubt.
The organization is the sponsor, not the audience. This is non-negotiable, ICF-standard, and the reason senior women actually engage rather than perform engagement.
How it works
Discovery call with you (HR/L&D) — 60 minutes, scope and fit.
Three-way intake (for 1:1 coaching) — sponsor, client, coach. Goal framing agreed in writing.
Engagement begins — typically twice-monthly sessions, virtual..
Mid-engagement checkpoint — three-way conversation, high level.
Engagement close — final session with client; summary debrief with sponsor.
Practical details
Where I work
In-person: Geneva and surrounding region for coaching in nature
Virtual: globally
Languages: English, Ukrainian, Russian
Engagement pricing
Indicative ranges shared after the discovery call, depending on format and duration
Multi-engagement and multi-leader contracts available
Invoicing in CHF; GDPR-compliant; standard NDA on request
Credentials
ICF Associate Certified Coach (ACC)
Psychometric assessments: Lumina Spark, Lumina Leader 360
Almost 15 years international commodity trading prior to coaching
Training in relationship-systems coaching (ORSK Fundamentals), embodied practice, and breathwork (with background in yoga)
Multicultural lens
Frequently Asked Questions
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Confidential one-to-one work, structured as a 6 to 18-month engagement. Twice-monthly sessions, in-person Geneva or virtual. The focus is the high-stakes decisions and transitions your senior women are navigating.
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Nearly 15 years on a commodity trading desk before training as an ICF-certified coach — means I bring craft built on real-time decision-making under pressure, applied directly to the decisions that matter most for your leaders.
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Yes, when there is fit. My primary expertise is women's leadership, and most engagements are with women. For male senior leaders, I am happy to discuss fit on a discovery call.
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Most engagements are 6 or 12 months. Shorter (3-month transition support) and longer (multi-year executive engagement) formats are available.
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Standard ICF confidentiality.
The sponsor sees engagement framing, attendance, and a closing summary.
Session content is confidential to the client. -
A 30-minute discovery call with me. No pitch — we talk about who you are trying to support and whether I am the right person.