London · Shanghai · accepting select 2026 engagements
Developing leadership maturity. Expanding global perspective. Creating sustainable impact.
I work with senior leaders in global organisations navigating complexity, change, and cross-cultural responsibility during moments of transformation, transition, and growth.
Bridging Eastern and Western perspectives, I support clearer thinking, stronger decision-making, and leading with greater confidence across global contexts.
I am a bilingual Executive Coach (Mandarin & English) based in London, supporting senior leaders, founders, and leadership teams navigating complexity, organisational change, international responsibility, and global environments.
With a MSc Applied Positive Psychology and Coaching Psychology background, I bring an evidence-based foundation to every engagement.
With a background spanning leadership development, international organisations and evidence-based coaching, I work with clients across cultures and sectors, supporting sustainable leadership growth through evidence-based coaching.
Over the past fourteen years, experience has been built across lifelong learning, adult development, and leadership development.
I believe that lasting leadership development begins not with having better answers, but with expanding awareness, perspective, and the capacity to lead in an increasingly interconnected world.
While every engagement is unique, clients commonly describe outcomes such as:
Leadership today requires more than technical expertise or experience. It requires the capacity to navigate complexity, integrate multiple perspectives, and make thoughtful decisions in uncertain environments.
My coaching integrates positive psychology coaching, strengths-based development, and research in adult development and leadership maturity.
Rather than focusing solely on performance or problem-solving, I support leaders in expanding awareness, strengthening leadership judgement, and developing the capacity to create sustainable impact in an interconnected world.
Across every engagement, coaching supports leaders in developing five interconnected capacities — the foundations of leadership maturity in complex, global environments.
Recognising how we make meaning of experience, and the patterns that shape our leadership impact.
Broadening how we see ourselves, others, stakeholders, and the wider systems we lead.
Moving beyond binary thinking toward greater capacity for ambiguity, paradox, and complexity.
Making thoughtful decisions with perspective, responsibility, and long-term impact.
Leading effectively across cultures, systems, markets, and diverse ways of thinking.
Confidential executive coaching for senior leaders and founders navigating complexity, transition, and expanded responsibility. The work creates space for deeper reflection, builds confidence, broader perspective, stronger decision-making, and more mature leadership during moments of strategic complexity, organisational change, and increased visibility.
Supporting leaders and organisations navigating international growth, cross-border collaboration, and culturally complex transformation. This service integrates global perspective, cultural agility, stakeholder alignment, and the leadership maturity required to work effectively across systems, markets, and organisational contexts.
Relevant contexts include Chinese-headquartered companies expanding into global markets, multinational organisations navigating cross-cultural alignment, and leaders working across East-West leadership systems. The work may focus on cross-cultural responsibility, stakeholder integration, international expansion, matrix collaboration, leadership alignment, and leading through complex change.
Team coaching for leadership teams seeking to move beyond individual performance toward shared purpose, meaningful work, and stronger collective leadership. This work supports teams in expanding global perspective, deepening trust, and improving the quality of dialogue and decision-making.
Engagements may integrate CliftonStrengths®, 360° feedback, positive psychology coaching, leadership maturity, and reflective practice according to the team's context and objectives.
Evidence-based workshops and facilitated learning experiences designed to support reflection, dialogue, and practical leadership development.
Workshop themes may include positive psychology at work, psychological capital, resilience, meaning at work, strengths-based collaboration, and leading effectively through change.
Strengths-based development programmes for managers, internal coaches, certified CliftonStrengths® coaches, and strengths-based practitioners seeking to apply strengths more effectively in leadership, coaching, team, and organisational settings. Programmes may be designed at both foundation and advanced levels, with selected courses eligible for ICF Continuing Coach Education (CCE) credits where applicable.
Foundation Programmes — For managers, teams, and organisations seeking to introduce strengths-based development, build coaching capability, and evidence-based development practices within leadership and organisational settings.
Advanced Application & Professional Development — For certified coaches, internal coaches, and experienced strengths-based practitioners who want to move beyond assessment interpretation and apply strengths more confidently in real coaching, team, and organisational contexts. The focus may support coaching culture, manager-as-coach capability, and is on practical application, case reflection, debriefing skills, coaching conversations, application design, and translating strengths insight into meaningful development and stronger client outcomes.
Mentor coaching and reflective practice support for practising coaches, ICF credential candidates, internal coaches, and coaching communities. This work provides a structured space for developing coaching presence, ethical awareness, reflective capacity, and professional maturity.
Mentor coaching may support ICF credential development, coaching skills refinement, and reflective practice. Coaching supervision and supervision-style reflective groups support ethical reflection, quality assurance, systemic awareness, and continuous professional development. If a formal supervision accreditation is in progress, that status is clearly stated wherever relevant.
Keynotes, executive conversations, panel discussions, university lectures, facilitated leadership dialogues, and conference presentations for organisations, executive forums, academic institutions, professional associations, and international conferences.
Coaching, done seriously, is more than a conversation. It creates a trusted space for honest reflection, constructive challenge, and meaningful action.
My approach combines trust, authenticity, constructive reflection, powerful questioning, evidence-based coaching practice, cultural fluency, and professional discretion.
I create a confidential and well-boundaried coaching space where leaders can speak openly, examine assumptions, explore new possibilities, and translate insight into practical action.
A strong coaching relationship is built early, creating the conditions for honest, open, and purposeful dialogue. Leaders are supported to bring the real issues into the room — not only the polished version of the challenge.
Coaching enables constructive reflection — a thoughtful and appropriately challenging dialogue that helps leaders examine assumptions, reframe problems, and see new possibilities. Powerful questioning supports leaders in clarifying what matters, identifying practical options, and translating insight into action.
The work is grounded in evidence-based practice, adult development, contemporary leadership research, and reflective practice.
Strengths-based development may be used where relevant to support self-awareness, leadership development, and team alignment. CliftonStrengths® can provide a useful language, but coaching does not depend on an assessment report. The report is a tool, not a prerequisite.
A bilingual and bicultural perspective supports leaders operating across Chinese, UK, European, and international organisational contexts.
Coaching is conducted with confidentiality, professional care, and alignment with ICF and EMCC ethical standards.
Coaches who use CliftonStrengths should be able to name their own.
My work is continually informed by research, conference dialogue, and ongoing contribution to the international coaching profession.
Rather than positioning coaching as a short-term performance intervention only, my work supports deeper reflection, broader perspective, and sustainable leadership development over time.
9th IPPA World Congress on Positive Psychology · Brisbane
University of Wolverhampton
Gallup China · Called to Coach · 31,100+ recording views
A brief conversation to understand what you are navigating and whether the work is the right fit.
Goals, confidentiality, measures of success, sponsor alignment, and working rhythm are agreed at the outset.
A structured coaching engagement focused on reflection, insight, action, and integration.
A closing review of what has shifted, what remains, and how the work continues beyond the engagement.
The standards, supervision, and ongoing development that hold my coaching practice — the quiet architecture beneath every engagement.
My practice is supported by internationally recognised coaching credentials, academic training, and specialist professional certifications.
My coaching is grounded in positive psychology coaching, adult development theory, strengths-based development, and contemporary leadership research. Strengths-based development is used as a supportive lens for self-awareness and team alignment — not as a stand-alone product or the centre of the brand. The practice actively implements validated developmental frameworks to measure and cultivate psychological capital and cognitive resilience in leadership performance.
My practice is supported through regular external coaching supervision in accordance with ICF and EMCC professional standards. Supervision provides a space for ethical reflection, quality assurance, and continuous learning, helping ensure that my coaching remains reflective, evidence-based, and professionally grounded. I also engage in continuing professional development through coaching conferences, and evidence-based coaching communities.
Coaching is conducted in accordance with the ICF and EMCC Codes of Ethics, with confidentiality, professional care, and clear boundaries held throughout the engagement. For organisational coaching, confidentiality arrangements, sponsor boundaries, outcome measures, and information-sharing expectations are agreed at the outset. Client information is handled in accordance with applicable UK data protection requirements. Data Processing Agreements and corporate documentation are available for organisational sponsors where appropriate.
This work is most relevant for senior leaders, founders, and leadership teams navigating complexity, growth, international responsibility, organisational transformation, or cross-cultural leadership challenges. Clients often come to coaching when they need clearer thinking, stronger decision-making, greater resilience, broader perspective, and more mature leadership during periods of change.
Today's leaders rarely struggle because they lack knowledge or technical expertise. More often, they are navigating complexity, competing priorities, diverse stakeholders, and uncertainty. Leadership maturity is the capacity to make sense of complexity, integrate multiple perspectives, exercise sound leadership judgement, and make thoughtful decisions in uncertain environments.
Global perspective is not simply about working across countries. It is the ability to understand situations from multiple viewpoints, appreciate different ways of thinking, and lead across cultures, functions, generations, and stakeholder systems.
At the beginning of each engagement, we agree on coaching goals, desired outcomes, and measures of success. Progress may be reflected in stronger decision-making, improved leadership effectiveness, better stakeholder relationships, greater confidence, enhanced self-awareness, or successful navigation of organisational challenges. Where appropriate, outcomes can also be supported through stakeholder feedback, leadership assessments, or organisational review processes.
Yes. Coaching, leadership development programmes, workshops, and coaching supervision can be delivered in Mandarin or English. Materials and supporting resources can also be provided bilingually where appropriate.
Each engagement is tailored to the individual leader, team, or organisation. Fees are determined by the scope, duration, and objectives of the engagement. A clear proposal outlining outcomes, timelines, and investment is provided following an initial conversation.
Coaching is a confidential, reflective, and development-focused process that supports leaders in expanding awareness, strengthening leadership judgement, and translating insight into action. It is not therapy, advice-giving, or a substitute for organisational decision-making.
Yes. Confidentiality is a fundamental principle of my coaching practice and is aligned with ICF and EMCC Codes of Ethics. For organisational engagements, confidentiality boundaries and sponsor reporting expectations are agreed clearly at the outset.
Coaching is available in English or Mandarin, online internationally or in person in London and Shanghai where appropriate.
The shape of each engagement, including timing, frequency, stakeholder involvement, and investment, is agreed after an initial conversation.
To protect reserved session times, a 48-hour cancellation policy applies, with reasonable flexibility for rescheduling.
Discovery conversations are complimentary and can be held in English or Mandarin.