Executive coaching
Executive coaching for leaders carrying real responsibility
Leadership can be rewarding, meaningful and deeply lonely.
The more senior you become, the fewer places there are to think out loud, test your assumptions and receive honest feedback without judgement or organisational politics. Renée provides chief executives, executives and senior leaders with a trusted space to think more clearly, lead more intentionally and navigate the situations that matter most.
Lead as yourself
You do not need to become someone else to become a better leader. You do need to understand yourself, recognise your impact, confront unhelpful patterns and make deliberate choices about how you lead. Renée’s coaching is practical, reflective and grounded in real executive experience. She brings warmth, curiosity and encouragement — but she will not simply tell you what you want to hear. Her role is to help you see more clearly, think more deeply and act more courageously.
Coaching may be valuable if you are…
Moving into a chief executive or more senior leadership role.
Leading significant organisational change.
Managing complex board, stakeholder or team relationships.
Building executive presence and influence.
Experiencing increased pressure, scrutiny or visibility.
Working through difficult decisions or conversations.
Seeking greater clarity about your leadership identity.
Wanting to strengthen the culture and capability around you.
Performing well but aware that the next stage requires something different.
Looking for a confidential, credible and independent thinking partner.
What we may work on
01
Leadership identity
Understanding your strengths, values, patterns, motivations and distinctive leadership contribution.
02
Executive effectiveness
Prioritisation, decision-making, delegation, resilience and leading at the right level.
03
Relationships and influence
Working effectively with boards, peers, direct reports, stakeholders and people whose styles differ from your own.
04
Courageous leadership
Having difficult conversations, addressing underperformance, setting boundaries and acting with greater clarity.
05
Culture and impact
Understanding the environment your leadership creates and how your behaviour affects trust, accountability and performance.
06
Transition and growth
Letting go of what made you successful previously and developing the capability required for what comes next.
How coaching works
1. Understand
We begin by clarifying your context, responsibilities, aspirations and most important leadership challenges.
2. Explore
We build deeper awareness of your strengths, behaviours, relationships, assumptions and impact.
3. Focus
We identify a small number of meaningful leadership priorities rather than attempting to change everything at once.
4. Act
You test new approaches in your real leadership environment and bring the results back into coaching.
5. Embed
We reflect on what is changing, what still gets in the way and how progress will continue beyond the engagement.
Coaching engagements
Executive coaching partnership
A six-month coaching engagement for senior leaders wanting sustained support, challenge and reflection. Includes initial contracting and goal-setting, monthly coaching sessions, brief check-ins where appropriate, reflective exercises and practical tools, midpoint review, and final reflection and forward plan.
Executive transition coaching
Focused support for leaders moving into a new role, expanded responsibility or increased visibility. Especially useful during the first 90 to 180 days of a new leadership appointment, when early clarity, relationships and rhythm matter.
Chief executive and board-supported coaching
A clearly contracted coaching engagement involving the chief executive and board chair, with agreed objectives and appropriate confidentiality boundaries. Useful when a board wants to support the chief executive’s development while preserving the integrity and independence of the coaching relationship.
Tools in service of the conversation
Where useful, coaching may draw on structured tools and perspectives. These tools support the coaching. They do not replace honest conversation, practical action or personal responsibility.
Extended DISC
CliftonStrengths
Leadership feedback
Emotional Culture tools
Personal brand work
Stakeholder perspectives
Reflective coaching
Behavioural approaches
You do not need more generic leadership advice
You need the space, challenge and support to make sense of your own leadership context.
Renée Walker - Executive Presence. Unmistakable Humanity.