Lead with clarity instead of pressure.
Executive coaching for CEOs, founders and family principals in Saudi Arabia and the UAE.
You are not short on ambition. You are short on room. Room to think past this quarter. Room to decide instead of react.
Pressure will make your decisions for you.
Most leaders I meet are already good. They have the qualifications, the track record and the numbers behind them.
Then the pressure arrives and the room to think disappears. The urgent starts winning against the consequential. Meetings get shorter and sharper. Good people go quiet, and then they go.
None of that shows up in a board pack. It shows up eighteen months later, in the talent you cannot replace and the customers who stopped calling.
Two rooms I spend most of my time in.
You are scaling faster than your team is growing.
The model works. The money is in. Now the person who was excellent at forty people is struggling at two hundred, and you already know who they are. You have known for a while.
As a company grows from an intimate team to 20, then 100 and beyond, the founder stops being the best operator in the building and starts building operators. That is not a skill you add. It is a change in how you hold authority, and it is uncomfortable.
You are deciding what to hand on.
A family business rarely fails on strategy or capital. It fails on trust. The next generation quietly works out whether they want it, long before anyone thinks to ask them.
This work is slower and it is worth more. What you hand on should be something your people, and your children, are glad to take.
What clients say I actually do.
I make it safe to say the real thing.
In a Gulf C-suite, a great deal of the meaning sits in what is not said. The first job is a room where the unsaid can be said, and cost nothing.
I read the culture, not just the person.
I have lived and worked in the UAE travelling in and out of Saudi Arabia across two decades. I am an intercultural coach, instructor, and a founder of a coaching network.
I work from a licensed methodology, not a personal style.
Impactful Leadership is Dane Hudson's framework, built from six years in top-tier consulting and thirty years running businesses across five industries. I hold the licence to use it. So the structure under our work is tested, and visible to you, rather than a coach improvising from experience.
How the work begins and continues.
A twenty-minute call. We work out whether this is a fit. Nobody is sold anything.
Your growth objectives. We agree and write down what needs to change, in you and in the business.
The organisation mirror. I speak with three to five people around you, in confidence. You get the aggregate, not the attributions. Most leaders find this the most uncomfortable and most useful part of the first month.
Your Impactful Leadership Plan. A written plan you can hold me to, and change when things change.
Six or twelve months. Regular coaching sessions every month, blended online and in person, to fit schedules.
Your leadership team, if you want it. The twelve-month programme includes work with your direct reports.
The plan gives the work its discipline. Your week gives it its subject. Both, every time.
The short version.
Sixteen years coaching. Over 3,000 hours in the chair.
70+ C-suite leaders and 150+ high-potential leaders in the past five years.
Fourth year coaching on the Saudi MISK National Leadership Development Programme. Rehired by MISK coaching clients.
ICF Professional Certified Coach, continuously accredited since 2014, now training as a PCC-level examiner.
Chartered Accountant before any of it - CAANZ 1995 to 2024
Before I coached leaders, I was one of the people in the room.
With twenty three years working in the Gulf and eleven years in Australasia, in regional leadership and finance, I held the designation Chartered Accountant. Served as an interim GM of a start-up during Covid. Now leading a coaching network. I have made the calls, not only watched them being made.
Twenty minutes, no pitch.
We talk about what is actually happening in your business and in your week. If I am the right person, I will say so. If I am not, I will tell you who might be. Most shifts start with one decision, made this week.