Coaching for companies who give a shit.
I am not your typical corporate coach.
I don’t wear a suit. I don’t work with tired, outdated frameworks (honestly, S.M.A.R.T goals make me shudder), and I flatly refuse to use corporate lingo like ‘integrated solutions’ or ‘blue-sky moments’. If you are looking for someone to drop into your office with a glossy slide deck and a set of generic motivational platitudes, I am definitely not the coach for you.
Corporate coaching shouldn’t be about forcing people to work harder, squeeze out more efficiency or become textbook “leaders.”
The real goal is helping your teams live better, happier, and less exhausted lives, both inside and outside of the office. Because, and here is the clincher most traditional frameworks miss, those better, happier lives automatically mean a better, happier business.
I would absolutely 10000% recommend coaching with Liz. Coming to coaching, I felt overwhelmed at work and was struggling with imposter syndrome. Generally, things felt chaotic in life and I needed some clarity and help to organise my thoughts. Liz is so lovely and really easy to speak to. Without judgement, she listened to everything and made me feel at ease… my self esteem has improved a great deal, I have changed my working pattern, I am not afraid to share ideas at work and finally feel like I am not hiding anymore.
Most corporate wellness initiatives are a box-ticking exercise. A free fruit bowl in the kitchen or a subscription to a meditation app doesn’t solve deep-rooted organisational pressure, brewing burnout, or senior teams who feel entirely isolated at the top.
When companies hire me, we get past the superficial stuff. Whether I’m working one-to-one with your senior executives or with your wider team, we look at what’s actually going on and deal with that.
My corporate coaching programmes are bespoke, confidential, and completely virtual if that’s easier, which means no travel, no lost days, and no trying to squeeze a session into a diary that’s already full.
The real stuff we deal with.
Burnout Prevention: Moving teams away from overworking, hyper-vigilance, and running on empty before it makes your best people quietly decide they’ve had enough.
Imposter Syndrome at the Top: Helping your senior staff unpack the background panic that they’re about to be found out. When leaders stop second-guessing themselves, they tend to make clearer, more confident decisions without needing to rehearse them three times first.
A Space to Say What You Actually Think: A confidential, objective space entirely outside the internal loop, where people can be honest about what’s really going on without it getting back to anyone.
Finding Direction: Helping people who are going through the motions or feeling stuck figure out what they actually want from their work, so it stops feeling like something they’re just getting through.
Defusing Internal Drama: Getting a handle on the friction that builds up between people, the quiet comparison, the territory-guarding, the low-level stuff nobody names, so teams can actually work together instead of around each other.
Grounded Confidence: Building confidence that holds, so your staff can speak up in meetings and have the awkward conversations without their heart rate going through the roof.
Managing the Nerves: Practical tools for handling the day-to-day anxiety of public speaking, big presentations, or daunting new projects, without losing sleep over it or wanting to call in sick.
Psychologically-grounded coaching for businesses.
I’ve been running my full-time practice since 2013. In that time I’ve clocked thousands of hours with hundreds of leaders, founders, and professionals all over the world. That’s not a flex, it’s just context: this work isn’t built on a trend I read about or a weekend course I did. It’s built on a serious decade of sitting with real people, in real situations, doing the actual work.
I hold dual qualifications in executive coaching and psychotherapy, and I’m a certified Senior Practitioner accredited by the European Mentoring and Coaching Council (EMCC). In practice, that means I’m not working from a single toolkit or a favourite model I apply to everyone. The work draws on behavioural psychology, Transactional Analysis, Cognitive Behavioural Coaching, and systemic coaching, depending on what’s actually useful. People are complicated. The approach needs to be too.
Let’s do useful work together.
If you’re an HR Director, a People Lead, or a founder who actually gives a shit about the human beings running your business, let’s talk about what a straight-talking, psychologically-grounded approach to coaching could do for your people.