Leaders & Organisations
Leadership · Teams · Culture · Organisational Development
Looking for a long-term partner to strengthen leadership, improve how teams work together and carry change through? Clinical psychology and organisational psychology are usually kept in separate rooms. Most workplace problems live where they meet, and that is where I work.
Executive Coaching
Leadership under pressure For leaders dealing with responsibility, difficult decisions, conflict, role transitions, stress or a gap between intention and impact.
Common areas:
- 1-to-1 Leadership Coaching
- Navigating transitions (new role, promotion)
- Authentic leadership presence
- Stress and burnout management
- Strategic thinking and difficult decisions
Format: 60-90 minute sessions.
Team Workshops
Trust, control and accountability For leaders or teams caught between autonomy and micromanagement, psychological safety and performance expectations, or compassion and clear consequences.
Topics include:
- Team dynamics
- Psychological safety
- Conflict resolution
- Communication & collaboration
- Burnout prevention
- Change management
Format: Half-day or full-day workshops. Quoted after a conversation, not before. Written proposal, fixed price, before anything starts.
Organisational Consulting
Values and organisational reality For organisations whose stated values are not consistently reflected in leadership behaviour, decision-making or everyday working conditions. Mental health at work For organisations seeking psychologically informed work with stress, burnout, neurodiversity, absence, return to work and sustainable performance.
Areas of expertise:
- People development (Junior to C-level)
- Diversity, Equity & Inclusion
- Culture development
- Leadership development programs
- Workplace mental health
Format: Project-based or retainer.
The Approach
1. Understand
Clarify the problem: interviews, context, decision history and available data.
2. Design
Identify the tension: for example, trust versus control, wellbeing versus performance, or stated values versus rewarded behaviour.
3. Implement
Choose the intervention and implement change: coaching, facilitated work, workshop, assessment or longer support.
4. Measure
Review what changed: agreed behavioural and organisational indicators, not only satisfaction scores.
Let's Talk
Leaders who want psychology-informed support. Teams struggling with communication. Organisations ready to invest in meaningful change.