Executive & Leadership Coaching
Executive coaching, from executive experience.
Leadership rarely becomes simpler as responsibility grows.
MA&C coaching creates the space to step away from the immediate demands of the role, think more clearly about what is happening and make deliberate choices about how you lead.
Whether you are stepping into greater responsibility, navigating change, working through a difficult leadership challenge or considering what comes next, coaching provides both challenge and support without prescribing the answer.
When coaching can help
Coaching does not require a crisis or a perfectly defined development plan. Often the most useful work begins with a question, transition or leadership challenge that needs space and attention.
- stepping into a more senior or demanding role
- managing up and influencing more effectively
- leading through organisational change or uncertainty
- developing executive presence, stakeholder confidence and commercial judgement
- having more effective conversations, including feedback and conflict
- strengthening accountability without slipping into micromanagement
- understanding leadership strengths, patterns and blind spots
- thinking through career direction, transition or what comes next
How the coaching works.
Good coaching creates the conditions for better thinking. It provides space to slow down enough to see what is really happening, challenge assumptions and turn insight into action.
MA&C coaching is grounded in professional coaching practice and a practical understanding of executive life. The conversation may involve reflection, challenge, practical experimentation and, where useful, evidence-based assessment tools. The purpose is to help each leader develop greater self-awareness, clarity and confidence in their judgement and how they lead.
Jacquie's coaching is strengths-based, warm and direct, combining thoughtful challenge with a practical understanding of executive and organisational life.
Individual coaching
Individual coaching is a flexible relationship shaped around the leader, the role and the context. It may support an executive transition, leadership through change, career direction or broader leadership development without forcing the work into a fixed programme.
Where useful, assessments can support the coaching conversation and provide another perspective on strengths, patterns and behaviour.
- CAPP Strengths Profile
- CliftonStrengths
- DiSCFlow/DiSC behavioural profiling
- Positive Intelligence (PQ)
Team coaching
Team coaching supports teams through organisational change, leadership transitions and periods of sustained pressure. The work creates space to strengthen alignment, role clarity, accountability, communication and how the team works together.
Strengths-based teamwork can also help people understand how their individual and collective strengths shape contribution and collaboration. The format and length are agreed around what the team needs, rather than beginning with a fixed workshop.
Who you will work with
Executive context matters.
Jacquie coaches from experience of the role itself, having carried the decisions, pressures and competing priorities her clients now face as a Chief Operating Officer, Chief Financial Officer and Company Secretary before training as an accredited executive coach.
What clients say
"Jacquie has been coaching me as a new non-executive director to guide me on my directorship path by creating a lasting first impression through preparedness around the Board table, building my confidence to ask the tough questions in a new sector and guiding me on what I should expect from a good onboarding process. I felt so prepared and at ease for my first Board meeting – all thanks to Jacquie."
"Jacquie is my Executive Coach who has helped me to align my long-term career goals, define my purpose and design my elevator pitch. She knew the potential in me and supported me all the way! And continues to do so."
"MA&C was recommended to me for coaching purposes. I can highly recommend Jacquie – she enabled me to think strategically around my career and goals whilst holding me accountable."
What would be useful to think through?
Most coaching relationships begin with a question the leader has been carrying for some time. Bring that question.
Start a conversation