Coaching
Human beings are not problems to be solved.
We are complex, meaning-making systems. So coaching that only asks what you want to achieve is asking half the question. The other half is who you are being while you pursue it.
What it's for
They have read the book, been on the programme, received the feedback. What's missing is the room to work out what any of it means in their particular situation, with their particular constraints, and the accountability to actually do something differently on Monday.
I work as an Integral Coach, which means my approach is developmental rather than remedial. It draws on organisational and systems thinking as much as individual development, because people never operate in isolation from the systems around them. Coaching that focuses only on the individual can create powerful insights – but those insights often evaporate when they meet the complexity of real life, work and relationships. Sustainable change happens when new ways of seeing are matched by new ways of being and acting.
The approach
- Behaviour
- “Just do the thing.”
- Mindset
- “Change your thoughts.”
- Goals
- “Here's your action plan.”
- Emotions
- “How does that make you feel?”
These dimensions are not separate.
So the question isn't only what you want to change. It's what way of seeing the world is producing this result, where the current pattern is serving you as well as where it costs you, and what new capacities would need to be developed for the change to hold.
None of that is about fixing you, optimising you, or hacking your productivity. It is about seeing yourself clearly enough to become someone who creates different outcomes without having to force them.
Who I coach
- Emerging and established leaders stepping into greater responsibility.
- Professionals facing decisions that require more than strategic thinking alone.
- Professionals who have the awareness – and the feedback – but are struggling to translate insight into action.
- Individuals navigating change, complexity and trying to find a different way forward.
Formats
Not every person or organisation needs the same kind of support. Coaching can take different shapes depending on the challenge, the context and what you are trying to create.
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One-to-one coaching
A container of 12 sessions – sometimes 5 – with personalised practices and reflections to carry between sessions, helping translate insight into everyday life. Long enough for something to shift – not just in the conversation, but in how you show up in the world.
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Programme-embedded coaching
Coaching that sits alongside a wider development journey. A space for participants to make sense of what they are learning, apply new ideas to real challenges, and turn moments of insight into changed practice back at work.
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Action learning coaching
Supporting teams as they work on the challenges that matter most. A structured coaching space for groups tackling strategic projects, complex problems or “wicked” challenges. Teams reflect, experiment and learn together – turning real work into an opportunity to build both solutions and capability.
Fees are set per coaching container – get in touch and we can explore what approach best fits your needs.
Credentials
Trained, and still training.
- Professional Coaching Programme, UCT GSB
- In progress
- Coaching for Development, UCT GSB
- 2024
Both through the Centre for Coaching at the UCT Graduate School of Business, alongside a decade of coaching leaders through development and change as part of executive education programmes.
Questions
- What kind of coaching is this?
- Integral coaching – a developmental approach rather than a remedial one. It works with the whole person instead of one dimension of them, and it draws on organisational and systems thinking as much as on individual development, because leaders don't operate in isolation from the systems around them.
- What are your coaching credentials?
- I completed Coaching for Development at the UCT Graduate School of Business' Centre for Coaching in 2024 and am currently completing the Professional Coaching Programme there, working towards professional accreditation, expected November 2026. The Centre for Coaching's programmes are internationally recognised, drawing on the Integral Coaching methodology developed by New Ventures West, San Francisco, and aligned with the standards of the International Coaching Federation (ICF). Alongside my formal training, I bring several years of experience supporting individuals through change within leadership and executive education programmes, combining academic rigour with a practical understanding of the complex environments in which people work and grow.
- How long is an engagement?
- We work in coaching containers rather than one-off sessions. A typical engagement is around 12 sessions, although a shorter five-session journey can work well for a more focused question or specific transition. The work usually unfolds over several months, because meaningful change needs space to develop – between sessions there are practices and reflections to carry into everyday life, since the real work of coaching happens not only in the conversation, but in how new ways of seeing and acting begin to show up in the world. We'll agree the shape of the journey together upfront, making sure the approach fits what you're hoping to explore and create.
Coaching
Want to talk about coaching?
A first conversation is just that – a conversation. We'll work out whether coaching is the right thing, and whether I'm the right person for it.