Strategic wellbeing coaching for organisations under pressure
Addressing pressure, health strain and transitions before burnout or attrition appear.
The hidden cost of sustained performance
In many organisations, leadership performance appears stable.
Professionals continue to deliver. Accountability holds. Results are met.
Beneath the surface, capacity is often narrowing. Recovery is reduced. Decisions become heavier. Judgement becomes harder to sustain. Cognitive, emotional and physical load accumulates. Resilience depletes.
This pressure rarely surfaces as immediate problems. It tends to appear later as burnout, disengagement and extended absences at critical moments.
By the time these signals become visible, the organisation is already operating with reduced leadership capacity, higher decision risk, and less resilience at precisely the moments it needs them most.
This is the hidden cost gap.
I work with organisations to close this gap, protecting leadership capacity and decision quality before the costs show up as burnout, attrition, or avoidable organisational risk.
Why this matters now
Pressure, health strain and transition risk are no longer individual concerns. They are organisational risks that accumulate quietly and surface when leadership capacity is already compromised.
This work treats leadership wellbeing as a strategic capability, integral to sustained performance, sound judgement, and organisational resilience, not a benefit or a last-minute intervention.
Who I work with
I work with heads of people, talent and HR to protect leadership capacity, manage wellbeing risk, and reduce avoidable attrition in high-demand environments.
My coaching focuses on individuals whose performance is critical to the organisation, and where strain is often least visible, yet most costly when it eventually emerges.
Those:
Operating under sustained delivery pressure with limited recovery margin.
Showing early signs of health depletion that have not yet triggered absence, but are already affecting capacity and judgement.
Navigating professional transitions while carrying responsibility for clients, teams, or strategic outcomes.
Where leadership risk is hardest to see and most expensive to ignore.
The situations this work addresses
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Sustained pressure
Where performance remains high, but recovery, judgement and decision quality are quietly eroding under prolonged demand.
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Health depletion
Health depletion that has not yet resulted in absence, but is already reducing cognitive capacity, resilience, and the ability to sustain leadership demands.
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Professional transitions
Professional transitions where increased responsibility, role ambiguity, or change in identity place additional strain at precisely the moment clarity and steadiness matter most.
Organisational outcomes
This work is designed to protect leadership and professional capacity, reducing organisational people risk before strain escalates into disengagement, absence, or loss of critical capability.
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Improved clarity and decision quality in complex environments where sustained pressure increases cognitive load and risk.
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Protection of physical and cognitive capacity, reducing the likelihood of burnout, absence, and reduced performance at critical moments.
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Greater retention and stability among high-value professionals during role change, return to work, and periods of organisational uncertainty.
Coaching approach
I work with professionals to restore clarity, capacity and direction when pressure, responsibility or transition begin to erode judgement, energy and decision quality. The work focuses on sustaining performance without tipping into burnout, withdrawal or avoidable risk.
Coaching is structured, evidence-based and grounded in emotional intelligence. Clients develop stronger regulation under pressure and clearer insight into the patterns shaping how they think and operate, leading to more sustainable decisions, healthier professional relationships and greater confidence in complex environments.
The work is experienced as confidential, calm and appropriately challenging, offering clear perspective without judgement. It is designed to help professionals recalibrate rather than retreat, enabling sustainable ways of operating under pressure without stepping back from responsibility or impact.
Services
The P.R.I.S.M. Process™
My coaching focuses on the gap between how professionals appear and how they are actually coping, particularly where performance holds but internal capacity is beginning to fray. The work integrates physical and behavioural science to address pressure in a grounded, practical way.
I use the P.R.I.S.M. Process™ as a structured coaching framework to identify where to begin and what will make the greatest difference.
Physical: energy, sleep, fatigue and stress load.
Regulation: nervous system patterns and responses under pressure
Insight: beliefs, boundaries and behavioural loops shaping decisions
Strategy: routines and systems aligned with real working lives
Momentum: consistency, sustainability and future-proofing over time
The approach is calm, contained and confidential.
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Targeted one-to-one coaching for high-value professionals operating under sustained pressure or navigating significant transitions.
The work is shaped around the individual’s role, responsibilities and capacity profile, supporting clarity, regulation and decision-making at moments where performance and retention are most at risk.
The outcome is reduced burnout risk, restored capacity, and greater clarity at moments where pressure or change would otherwise compromise performance, judgement or retention.
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One-to-one coaching delivered to multiple employees (three or more), providing targeted, in-depth support where pressure, depletion or burnout risk is emerging across a cohort.
Each participant receives individually tailored coaching aligned to their role, responsibilities and capacity profile. The work runs in parallel, allowing organisations to address risk across several key people without resorting to group programmes or generic interventions.
These engagements are particularly effective where organisations want to stabilise capacity, reduce burnout risk and retain high-value professionals, while maintaining confidentiality and discretion.
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An embedded coaching service providing confidential, timely support for professionals in high-demand environments.
Early intervention helps contain pressure before it escalates into burnout, absence or performance decline, supporting sustained capacity and stability across the organisation.
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Targeted half-day workshops designed to address specific pressure points affecting capacity, decision-making and sustainability within your organisation.
Each session is shaped around the realities your people are facing, providing shared language, practical insight and clear next steps to reduce risk and support performance under pressure.
These workshops are most effective when used to stabilise teams during periods of change, high demand or emerging strain, and to complement deeper individual coaching work.
About
I am a coach for senior professionals who carry responsibility well externally while managing sustained pressure internally. My work focuses on moments where performance holds, but capacity, clarity or health are beginning to fray.
My approach is structured, evidence-based and grounded in both emotional intelligence and applied science. I am accredited through ICF and UKIHCA methodologies and integrate physical, behavioural and habit-change science to support sustainable decision-making under pressure.
I bring over two decades of experience in high-responsibility environments, including leadership roles as a founder, Executive Director at UN Women UK, and Team Lead at the OECD. I am also an associate member of the British Society of Lifestyle Medicine.
Clients work with me because I understand the realities of senior roles and complex lives. I hold complexity without drama, offer perspective without judgement, and coach with both care and backbone when it matters
Testimonials
Get in touch
If leadership capacity is under pressure, health strain is beginning to show or key transitions are creating uncertainty, an initial conversation can help determine whether this support is the right fit.