I don’t publish fixed prices — here’s why: every client (individual or organisation) comes with their own unique goals, challenges, and context. My aim is to offer a tailored coaching experience, meaning the package, duration, and commitment can vary.
If you’re curious about costs, the best starting point is to book a free exploratory call (which is available on the website). In that call we can chat through your situation and I’ll share what a programme aligned to your needs might cost.

Career coaching is a forward-facing, goal-driven partnership where I help you clarify what you want from your work life, uncover internal barriers, and create actionable steps to move forward. We focus on strengths, values, mindset, decision-making, and transitions.
Unlike counselling, we don’t dwell on deep trauma or psychological therapy. And unlike mentoring (where you are guided by someone who’s been in your shoes in your field), I offer a fresh perspective, ask questions you may not have asked yourself, and hold space for you to find insights and momentum.

In organisational work I partner with leadership teams, HR, or learning & development functions to design interventions that align with your culture and objectives. Some of the ways I support include:

1:1 coaching for emerging or senior leaders
Workshops on leadership, resilience, conflict, change management
Mediation
Ongoing coaching support as teams go through transitions (mergers, restructures, change)

I always begin with a discovery conversation to understand your current challenges, goals, and culture,

Yes, I’m comfortable and qualified working with clients at different levels, from people navigating early career transitions, mid-career shifts, re-entry after a break (e.g. maternity leave), all the way to senior leaders. What matters most is willingness to invest in growth, openness to reflection, and the desire to make meaningful change.

On the corporate side, I partner with organisations that care about the wellbeing, growth, and potential of their people. Whether that’s building leadership strength, managing change, or supporting wellbeing during high pressure periods.

This varies depending on your goals, how deep you want to go, and what you want to achieve. However, some general patterns are:

Shorter-term engagements (3-6 months) are common when there’s a specific goal — e.g. preparing for a new role, navigating change, or re-launching a career direction
Longer-term coaching (6-12+ months) is often better for more complex transitions, leadership growth, or embedding sustainable behavioural change

In terms of commitment: you’ll be expected to show up consistently, do reflection or “homework” between sessions, and be honest about what’s working or not. The more you lean into the work, the more transformative the results.

FAQs