Leadership coaching​ 

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Tailored coaching for leaders who want to lead with confidence without burning themselves out.

You’ve been promoted. Congratulations. Now you find yourself caught in the middle.

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New expectations come from above. Your team has its own needs and demands. And you? You try to keep everyone happy — and start to realise that it’s not working.

You know what leadership is supposed to look like in theory. But in practice? At times, you’re not entirely sure whether you’re allowed to lead the way you want to, whether you’re capable of it, or whether you’re even the right person for the role.

That’s completely normal — and you’re far from alone in feeling this way.

The problem with promotions

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Most leaders are thrown into their role almost overnight.
Yesterday, you were still a colleague. Today, you’re a leader.

You take on more responsibility. A higher salary. A new title.
You get the promotion — but not the training, the tools or the preparation.

 

And suddenly, you’re expected to:

• hold performance and feedback conversations

• resolve conflicts

• make decisions that affect others

• mediate between team and management

• lead strategically, rather than just work operationally

This is where the real problem lies.
You know what to do on a technical level — but as a leader, the foundation is missing.

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Does this sound familiar?

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You’re stuck in the sandwich position.
Expectations from above meet the needs of your team. You try to do justice to both and feel torn in the process.

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You find it hard to set boundaries.
You know you should say no, but no one ever clearly told you what you’re allowed to do. At the same time, you don’t want to be seen as weak.

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You lead by the book.
You copy what other leaders do or what you’ve read in management books. You follow role models — but it doesn’t feel authentic. It doesn’t feel like you.

 

You doubt your leadership abilities.
Am I good enough? Do others see my uncertainty? Do they take me seriously? Can I really do this?

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You take on too much yourself.
Because delegating feels difficult. Because it seems faster to do it yourself. Because you’re unsure how to delegate in a way that helps your team grow.

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You were promoted young.
Or you’re new and the team doesn’t know you yet. Or you’re now leading people who used to be your peers. The dynamics are complex.

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You feel alone.
As a leader, you’re not supposed to show weakness. So you swallow your doubts, don’t ask for help, and keep going — while the pressure keeps increasing.

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If several of these points resonate with you, you’re in the right place.

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What’s really going on underneath

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Many people think:
“I need better leadership techniques. More communication tools. A framework for performance reviews.”

 

And yes... that helps.
But on its own, it doesn’t solve the problem.

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The core issue is this:
You don’t realise what you’re allowed to do.

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You don’t know that you’re allowed to set boundaries.
That you’re allowed to say no.
That you’re allowed to lead differently from your predecessor.
That you don’t have to be perfect.
That you’re allowed to make mistakes.

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You’re stuck in old patterns. Patterns that may have worked when you were an employee, but no longer serve you as a leader.

 

And this is the real gap:
Between knowing what good leadership looks like — and giving yourself inner permission to actually live it.

 

This is exactly where I work.

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I support you on both levels:
your practical leadership skills and the mindset that’s holding you back.

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How I work

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I come from the world of leadership myself.
I have over ten years of management experience at international companies, including HelloFresh, BearingPoint and ING. I’ve led teams, built structures and worked under pressure. I know these challenges first-hand.

And I know this: leadership isn’t theory.
Leadership happens in real life. In everyday situations. In the moments that really matter.

That’s why my work is highly practical.

We don’t just talk about your leadership role.
We work directly on the situations you’re facing right now — the conversations you need to have, the decisions you need to make, the conflicts that need resolving.

I’m direct.

When I notice patterns that are holding you back, I name them.
When I see blind spots, I point them out.

I don’t work with kid gloves — but always with respect. With an understanding that leadership is a learning process. And with one clear goal: that you lead with confidence and authenticity.

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What the coaching looks like

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The coaching includes 10 hours, which you can use flexibly over a period of six months.
We work together online in a one-to-one coaching format.

 

The three focus areas:

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1. Leadership and communication skills

We look at your specific leadership context:
How do you communicate with your team? With stakeholders? With your managers? Where does it work well — and where does it get stuck?

You learn how to communicate clearly and respectfully, how to build trust, give constructive feedback, and address conflicts in a solution-oriented way instead of avoiding them.

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2. Team development and motivation

Leadership isn’t just about distributing tasks — it’s about developing people.

We work on how to set clear goals that bring your team along, how to build a team culture people want to be part of, and how to delegate in a way that strengthens your team rather than overloading it.

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3. Self-leadership, mindset and resilience

Before you can lead others, you need to lead yourself.

We work on your mental resilience, your relationship with stress and pressure, your time and priority management, and your ability to make decisions with calm confidence.

And above all, we work on you finding and living your leadership style — authentic, not by the book.

 

Between sessions

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You’ll receive practical transfer tasks that you apply directly in your leadership day-to-day — no theoretical exercises, but actions that create real impact.

You’ll also receive documentation of the process, including reflections and tools that help you track your development.

And you have access to me between sessions if urgent topics arise.

 

What you gain

• Clarity around priorities, roles and goals — you know what matters and focus on it

• Stable inner leadership — self-doubt and stress no longer run the show

• Confident communication — clear, respectful and effective conversations at all levels

• Authentic presence — you lead in your own way, without pretending to be someone else

• Targeted team development — you develop your team without losing yourself

• More ease and energy — leadership stops feeling like a constant battle

• Respect and trust — from your team and from your managers

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What my clients experience

 

A leader was promoted significantly younger than her team.
At first, respect had to be earned — especially difficult because one team member previously held her role.

After the coaching, she leads with confidence. The tension has eased, and the former role-holder now actively supports her.

A consulting team lead learned to set boundaries.
For years, he agreed to everything from above, even when his team was overloaded.

After the coaching, he communicates capacity limits clearly and confidently — without fear of negative consequences.

A department head broke away from a purely performance-driven culture shaped by the Big Four.
Today, she leads with a focus on wellbeing and psychological safety.

 

Result: lower turnover, higher motivation, better outcomes.

A newly promoted manager stopped doing everything himself.
He used to believe delegation meant weakness.

After the coaching, he delegates strategically, develops his team — and has space again for strategic work.

These are real outcomes, achieved by people who were willing to look at themselves, open up, and take action.

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