LEADERSHIP COACHING
Promoted for your work. Now you lead people.
Most of what got you here doesn’t help with that. One-to-one coaching for the part of the job nobody trains you for.
Leading people is a different job from the one you were promoted for.
The promotion rewards what you did. The role demands something else: motivating people, having conversations you’d rather avoid, making calls you can’t be sure of. Nobody hands you that. You’re expected to already have it.
Coaching is where you build it deliberately. Not tips or templates, but how you think, decide, and show up as the person others now look to. You set the agenda, and the work moves at the pace of your real job.
WHO THIS IS FOR
This fits if you recognise yourself here.
You’ve just stepped up
First leadership role, or a bigger one. You’re leading former peers, and figuring it out as you go is wearing thin.
Decisions without a clean answer
More of your calls are judgement calls now, and the cost of getting them wrong is rising.
Growth that’s yours
You want development that isn’t tied to a performance review or a manager’s agenda.
A gap under pressure
There’s distance between the leader you know you are and how you show up when it counts.
HOW THE WORK GOES
Structured enough to make progress. Open enough to go where it matters.
A first conversation
We talk, unscripted, to see whether the fit is right. You’ll know quickly. There’s no obligation either way.
Naming the real work
We get underneath the presenting issue to what’s actually driving it: the beliefs, patterns, and identity you lead from.
The coaching itself
Regular 1:1 conversations where you think out loud, get challenged, and test new ways of leading between sessions.
Grounded change
We track what’s shifting in how you decide, show up, and hold your edge, so the change outlasts the engagement.
We work at the level of identity, not behaviour checklists.
Most leadership development hands you frameworks. They help, until pressure hits and you default back to old patterns. The deeper work is the identity-behaviour gap: the distance between who you believe you are as a leader and what you actually do when it counts. Close that, and the behaviour follows on its own.
Because you’re investing in this yourself, the work is entirely yours to direct.
In their words.
Anita helped me confront long-standing patterns I’d put off facing: difficulty saying no, imposter syndrome, the struggle for balance. Through deep, candid conversations she helped me uncover the beliefs fuelling them, and we faced them head-on. I now view my career in two phases: before and after my coaching with Anita.
Project Manager · Technology Industry
QUESTIONS LEADERS ASK
Before you begin.
How is this different from executive coaching?
What seniority is this for?
How long is the engagement?
FOR WOMEN LEADERS
Navigating this as a woman in the room?
Women in Power is the same identity-level work, built around what women leaders actually face: presence, influence, and the quiet question of whether you belong in the room.