Executive and career coaching
Careers don't stall from lack of talent. They stall from lack of positioning.
Coaching from someone who has spent twenty years on the other side of the table, hiring, promoting and developing leaders across 27 countries, and who now helps you see yourself the way the room does.
- ICF-accredited Professional Coach (iPEC CPC)
- ELI-MP psychometrics practitioner
- BPS Occupational Testing, Level A and B
- Chartered Fellow CIPD
- INSEAD Executive Education
- Chief People Officer across 27 countries
The 2 a.m. question
“Am I actually where I'm supposed to be, and would anyone else see it?”
If that question has kept you up, you are in excellent company. Nearly every senior person I have hired, promoted or coached has asked it. The difference between the ones who stall and the ones who move is not talent, luck or another qualification. It is clarity about who you are, what you are for, and how to say it so the right people hear it.
Ways to work together
Three ways in
Every engagement starts with a conversation, not a contract. If I am not the right coach for what you need, I will say so, and usually I will know who is.
Executive and Leadership Coaching
- 1:1
- Three or six months
For leaders stepping up, stepping in, or carrying more than the org chart shows.
- Energy Leadership Index assessment and debrief
- Fortnightly sessions, with real situations as the material
- The politics, the presence, the hard conversations
The AI Career Accelerator
- 1:1
- Four to six weeks
Your next role, pursued properly: positioning, story, materials and interview craft, with real AI fluency built in, because every shortlist now assumes it.
- Personal positioning: what you are for, in one sentence
- CV and LinkedIn rebuilt by someone who has read thousands
- Interview practice with a psychometrics-certified assessor
- AI fluency for your function: use it, talk about it, lead with it
Teams and Transitions
- For organisations
- Scoped per engagement
Team coaching, leadership development and career-transition support, bought by the organisation for its people.
- Leadership team development and offsites
- Coaching through restructures, done with dignity
- Mentoring circles and champions networks
How it works
Insight first. Then proof.
See clearly
Psychometric assessment and a structured look at your story so far: what actually drives you, and what has been in the way.
Position deliberately
One sentence you believe, that a hiring committee remembers. Everything else, CV, profile and narrative, flows from it.
Practise hard
Interviews, panels and difficult rooms, rehearsed with someone certified to assess, not just to encourage.
Prove it
We agree what success looks like before we start, and measure against it. Coaching should leave evidence.
I took a career break at the top of my profession to retrain as a coach, not because I was done with leadership, but because helping people move had become the part I could not put down.
About Eleni
I have made the decisions you are trying to influence. Twenty years leading people functions: American Airlines through a merger, ASOS and AllSaints through hypergrowth, Adevinta through an IPO, and now as a Chief People Officer across 27 countries. I have run the hiring panels, set the promotion criteria and sat in the calibration meetings.
That is what I coach from. Not theory about how careers work, but the actual mechanics of how rooms decide about people, and how to be the person the room decides for.
I am an ICF-accredited coach (iPEC), a Master Practitioner of the Energy Leadership Index, certified by the British Psychological Society in occupational testing, and a Chartered Fellow of the CIPD. The AI part is not a bolt-on: embedding AI into how organisations hire and develop people is my day job.
The best time to work on your next role is before you need it.
A discovery call is thirty minutes, free and honest, including about whether coaching is what you need right now.