EXECUTIVE COACHING
LEAD WITH GREATER CLARITY WHEN THE STAKES ARE HIGH
Senior leadership can be demanding and surprisingly isolating. You may be stepping into a larger role, navigating a difficult transition, working through a challenge that familiar approaches have not resolved, or recognizing that the way you have always led is no longer enough.
Executive coaching creates a confidential space to examine what is happening beneath the surface, recognize the patterns shaping your leadership, and develop new ways of responding. Leslie combines deep developmental coaching with practical insight, helping senior leaders turn greater self-awareness into meaningful change that holds under pressure.
WHO I WORK WITH
Leslie coaches senior executives and rising leaders across Canada and internationally. Her clients work in public, private, and non-profit organizations, including health care, financial services, government, technology, education, energy, transportation, professional services, and public safety.
The organizational context varies, but the leaders share something important: they are ready to examine how they lead and make meaningful progress on a challenge that matters.
COACHING IS USEFUL WHEN YOU ARE:
Stepping into a larger or more visible leadership role
Building executive presence, trust, influence, and strategic impact
Communicating with greater clarity and strategic impact in high-stakes moments
Strengthening confidence without losing authenticity
Recognizing patterns such as the inner critic, imposter response, or over-strengths
Navigating organizational complexity, relationships, and competing expectations
Expanding your leadership altitude and strategic enterprise perspective
Reclaiming perspective, purpose, and a more sustainable way of leading
Each coaching engagement is tailored, grounded in real business demands, and focused on lasting, embodied leadership growth.
WHAT WE WORK ON
A leadership challenge or developmental objective that deeply matters to you
The patterns, beliefs, and familiar responses that may be limiting your progress
New capabilities and practices that expand how you lead
Meaningful change that can be applied in the real situations you face
“I have benefited over many years from Leslie’s excellent coaching, training and mentorship. Her knowledge, experience, and calm professional delivery have influenced me to continue to grow and learn in this space.” — S.K.
WHAT TO EXPECT FROM YOUR COACHING PROGRAM
Your coaching program is designed around your leadership context, developmental objectives, and the change you want to create. It typically includes:
A clearly defined coaching topic connected to a meaningful leadership challenge or goal
One-to-one coaching sessions every two to three weeks, usually 60 minutes
Focused coaching practices between sessions
Reflection tools, experiments, and feedback loops that support lasting change
Optional alignment conversations with your leader at the beginning, midpoint, and end of the program
Full adherence to ICF ethical standards and confidentiality
Coaching works best when you are willing to look inward, experiment with new ways of thinking and leading, and show up with curiosity and commitment.
QUESTIONS ABOUT EXECUTIVE COACHING
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You don’t need to arrive with a perfectly defined coaching topic. We can clarify it together during an exploratory conversation.
A useful place to begin is to consider:
• What do I most want to become more able to do as a leader?
• Why does this matter now?
• What have I already tried?
• What keeps getting in the way?
• What would meaningful progress look like?
The strongest coaching topics are personally meaningful, connected to your leadership responsibilities, and specific enough that we can recognize progress.
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Coachability does not mean agreeing with everything your coach says or completing every practice perfectly. It means being willing to look honestly at yourself, consider perspectives that may challenge you, and experiment with different ways of leading.
You are likely ready for coaching if there is something meaningful you want to change, you are prepared to take an active role in the process, and you can speak openly about what is or is not working for you.
Coaching is less useful when someone has been required to participate but has no interest in doing so, or when the primary need would be better supported through training, consulting, therapy, or another professional service.
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Yes. Coaching becomes useful when insights from our conversations begin to change what you notice and how you lead between sessions.
Together, we will design practical experiments that connect directly to your coaching topic. These might involve trying a different approach in a meeting, observing a familiar pattern, asking for feedback, practising a new behaviour, or reflecting on what happened in a particular situation.
The practices are not homework assignments to complete perfectly. They give you a way to test new possibilities in your real working environment, then bring what you discover into our next conversation.
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Yes. Our coaching conversations are confidential.
When an organization sponsors the coaching engagement, we will agree at the outset on what information may be shared and with whom. The organization may receive updates about scheduling, participation, or progress toward the agreed coaching objectives, but I do not share the content of our conversations without your permission.
Clear boundaries are essential. You need to know what remains private so that you can speak candidly and use the coaching relationship fully.
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Tell me. Your honest feedback is an important part of the coaching process.
If an approach, question, practice, or conversation is not useful, we can examine why and adjust our work together. Sometimes discomfort is part of meaningful development, but coaching should still feel relevant, respectful, and connected to what you are trying to accomplish.
A strong coaching relationship needs enough trust for both of us to say when something is not working. If we determine that I am not the right coach for you, or that another form of support would serve you better, we will discuss that openly.