Who I partner with in coaching engagements
Civil Servants
Managing burnout, constant expectations, and the need for clarity and peace in their roles.
Diplomats
Navigating isolation, high expectations, and the need for clarity and inner steadiness.
Start-up Founders
Managing uncertainty, constant decision-making, and the need for clarity and confident action.
Professionals
Helping you move from career confusion to clarity, trust yourself, and choose your career deliberately.
Frequently Asked Questions (FAQs)
Is this therapy or coaching — and why does that distinction matter at work?
I am both a psychotherapist and a coach. Coaching is primarily future-focused. The work centres on a desired outcome and the actions needed to move toward it, while also exploring the motivations behind those choices. We gently identify and unhook internal blocks that often operate unconsciously, making it possible to do things that previously felt out of reach. Therapy, on the other hand, may involve working with past experiences when emotional distress, patterns, or unresolved experiences make future-oriented work difficult. In such cases, going back becomes necessary to move forward. In either approach, the direction of the work is always decided by the client.
How do you work with people who are burnt out but still expected to perform?
People on the edge of burnout often feel unexpectedly energised in sessions because they are not required to perform here. This space is designed for you to simply be. Together, we look at what is keeping you stuck in patterns that exhaust you—especially when those patterns no longer align with what you want. The work involves recognising where choice still exists and helping you reconnect with your capacity to respond differently, without pressure or judgement.
Do you adapt your approach to organisational culture, or is it one-size-fits-all?
My work is not one-size-fits-all, nor is it about simply adapting to organisational culture. Instead, I integrate the organisational context into the work. While my core philosophy remains consistent—that people deserve respect and dignity, are capable of thinking, and can change—the way the work unfolds is shaped by the organisation’s realities. If aspects of the organisational culture itself are limiting growth or wellbeing, then adaptation alone is not what the organisation needs, and that becomes part of the work.
How do you handle confidentiality when employees are involved?
Confidentiality is central to my work. My primary responsibility is always to the individual client or employee. What is shared in sessions remains confidential within ethical and legal boundaries. When working with organisations, boundaries around information sharing are clarified in advance, ensuring that individual confidentiality is protected while organisational objectives are respected.
What does a typical engagement look like in terms of time and structure?
I usually recommend starting with four sessions over the course of one month. This allows enough time to understand the work, experience the process, and assess its usefulness. After this, we review together and decide how you would like to continue.