Executive and Leadership Coaching
Lead with greater confidence, clarity and impact in complex, high-pressure contexts.
One-to-one, confidential leadership coaching with Dr Síle Walsh and her faculty for senior leaders in Ireland, the UK and internationally, online. Book a confidential 30-minute consultation. No obligation. We will explore your leadership context, what you want to change and whether this coaching process is the right fit.
“Síle is a really smart, effective, insightful and impactful coach. Through our sessions, I became more aware of myself, my thought patterns and behaviours, and work relationships and dynamics. It improved my ability to be strategic in how I engage with others, to be smart in problem-solving and to be a more effective senior leader. She has a wealth of knowledge at her fingertips, which she provides judiciously and practically. Thank you, Síle, for your support and guidance.”
- Senior Leader
LEADERSHIP COACHING FOR SENIOR LEADERS
Leadership coaching is a structured, data-driven process that supports you to develop how you lead in practice, not just what you know about leadership. It focuses on your role, your organisation, your challenges and your goals, so your leadership is effective in real situations.
IS THIS THE RIGHT FIT?
This coaching is for senior leaders who want to be effective, not just informed, and are:
Leading in complex or high-pressure situations
Leading through organisational change or transition
Stepping into a new organisation or newly promoted role
Second-guessing themselves in high-stakes situations
Spending too much time firefighting instead of leading strategically
Wanting greater confidence, clarity and impact
Even if you have attended leadership training, read extensively and have significant experience, there can still be a gap between what you know and how you lead day to day. This work focuses on closing that gap.
WHAT COULD CHANGE THROUGH COACHING?
Develop a clear leadership strategy aligned to your role, goals and context
Strengthen your communication, decision-making and relational impact
Navigate organisational dynamics, competing priorities and pressure with greater confidence
Lead others more effectively and improve performance across your team or organisation
Move beyond firefighting to focused, intentional leadership
Take aligned, effective action rather than reacting under pressure
MEET DR SÍLE WALSH
Dr Síle Walsh is the founder of ELIS Advantage, and a psychodynamic-systemic practitioner who works with leaders, organisations and communities. Her work brings together organisational psychology, leadership research and practical experience to help people understand what may be happening beneath the surface and make more effective, sustainable and inclusive choices. Síle works with leaders in Ireland, the UK and internationally through confidential online coaching. Her approach is data-driven, needs-based and grounded in the real organisational context in which leadership takes place.
“I am more prepared than I have ever been before. I have had an extremely positive experience with Síle and would recommend it to anyone.” - Senior Leader, Europe
Our Leadership Development Process
Assessment
Your fears, concerns and hopes
Your leadership needs, challenges and goals
Your organisation’s expectations and context
Relevant data (e.g. feedback, 360s, strategy)
“Coaching has helped me realise my worth and value. The biggest one for me was dealing with imposter syndrome. Síle has positively challenged my thinking and guided me through my transition back to a work role and also my role as a community leader.” Community Leader
COMMON CHALLENGES LEADERS WORK ON IN COACHING
Feeling overwhelmed by the volume of work, competing priorities and constant demands
Managing too many people while still being expected to deliver their own operational or commercial goals
Taking responsibility for outcomes without having enough authority, resources or control
Feeling caught between the needs of their team and the expectations of senior leadership
Managing underperformance while trying to protect motivation, trust and working relationships
Having difficult conversations about behaviour, performance, accountability or expectations
Delegating responsibility to people who do not have sufficient authority or credibility
Moving from peer to manager and navigating changed relationships, resentment or perceptions of favouritism
Questioning their own capability, judgement or suitability for leadership
Feeling pressure to appear confident and capable when they are privately struggling
Experiencing burnout, exhaustion or dread around meetings and one-to-one conversations
Struggling to establish boundaries around availability, working hours and workload
Feeling isolated because peers and other leaders appear to be coping
Trying to support everyone and feeling personally responsible for solving every problem
Balancing compassion with the need to hold people accountable
Leading through organisational change, restructuring, redundancies or reduced resources
Rebuilding trust, morale and performance after difficult organisational decisions
Communicating decisions they did not make, may not agree with or cannot fully explain
Trying to maintain performance when teams are expected to achieve more with fewer people
Responding to growing expectations that AI will increase productivity or replace parts of people’s work
Making decisions when different people’s needs compete and there is no obvious right answer
Understanding whether the problem lies in their leadership, the team, the organisational system or a combination of all three
Moving from technical expertise or individual contribution into strategic leadership
Finding time to think beyond immediate demands and lead more intentionally
Clarifying what effective leadership looks like in their particular role and organisational context
Development
Strengthen your leadership approach, skills and thinking
Develop a clear, practical leadership strategy
Build approaches that increase your impact and effectiveness
Your leadership capacity and awareness
Integration
Apply new strategies in real time, and adapt as needed
Measure what is working and adjust as needed
Work directly on live challenges as they arise
HOW WE WORK
This is not generic or “off-the-shelf” leadership coaching. We consider your identity, background, experience, and personality; the context you’re leading within; and the people you need to bring with you.
Focused, honest conversations: We look at what is actually happening in your leadership, including the patterns, behaviours and decisions that affect your effectiveness.
Support and challenge: You are supported in developing your leadership while also being challenged to think, act and lead more effectively.
Practical application: Everything we work on is translated into action within your real work environment.
WHAT IS INCLUDED
Most leaders begin with a coaching process delivered over approximately 12 weeks:
✓ A confidential consultation to define your focus
✓ Six one-to-one coaching sessions
✓ A co-designed approach tailored to your role and organisational context
✓ Development and reflection between sessions
✓ Recommended reading and practical tools
✓ Ongoing support between sessions through Voxer and email
✓ A clear plan for continued leadership development
INVESTMENT
The 12-week Effective Leadership Coaching Process starts at €2,521 when paid in full.
A payment plan of three instalments of €845 is also available (€2,535 in total).
Twelve-month programmes begin at €6,252, with payment options available.
Coaching can be arranged directly by an individual leader or funded by their organisation.
“Working with Síle has given me an improved skill set to work through my own process. I am much more confident to take the best step. This is directly a result of working through my thought process with Síle.”
— Business Analyst, Ireland
FAQ
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Leadership coaching improves organisational performance by strengthening decision-making, relationships, and leadership effectiveness. It supports leaders to understand group dynamics, align actions with organisational needs, and include everyone’s needs in how work gets done. This creates the conditions for sustainable high performance and improved outcomes across teams.
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Organisations benefit from leadership coaching that is data-driven, needs-based, and grounded in organisational context. Effective coaching focuses on real challenges, performance outcomes, and leadership behaviour, rather than generic models. It integrates inclusive leadership, organisational psychology, and practical application, enabling leaders to take aligned action that improves results.
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Choosing the right leadership coaching approach involves assessing how well it connects to organisational complexity, leadership responsibility, and performance expectations. The most effective approaches consider group dynamics, relationships, and decision-making, while supporting leaders to practise compassionate accountability and clear, direct conversations.
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Choosing the right leadership coaching approach involves assessing how well it connects to organisational complexity, leadership responsibility, and performance expectations. The most effective approaches consider group dynamics, relationships, and decision-making, while supporting leaders to practise compassionate accountability and clear, direct conversations.
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Leadership coaching supports better decision-making by helping leaders understand the impact of their choices on people, performance, and organisational outcomes. It builds the ability to consider multiple perspectives, include relevant needs, and take aligned action, leading to more effective and sustainable decisions.
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Organisations often face challenges such as inconsistent leadership behaviours, unclear expectations, and difficulty navigating complexity and relationships. Leadership coaching helps by creating space for reflection, challenge, and development, enabling leaders to build clarity, alignment, and effectiveness in how they lead and perform.
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Leadership coaching is a structured, confidential development process that helps leaders understand how they think, relate, decide and act within their organisational context. It creates space to examine immediate challenges alongside the patterns, relationships and systemic influences affecting performance. The focus is agreed around the leader’s role, needs and desired outcomes.
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Leadership coaching can support managers, middle and senior leaders, executives, business owners and professionals moving into roles with greater responsibility. It can be particularly valuable when someone is navigating organisational complexity, competing needs, workplace relationships, change, difficult decisions or increased leadership expectations.
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Executive coaching commonly focuses on the responsibilities and challenges faced by senior executives, while leadership coaching can support leaders at different organisational levels. Both can address decision-making, communication, relationships, confidence and effectiveness. At ELIS Advantage, coaching is tailored to the individual’s role, context and development goals rather than determined by their job title alone.
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Use the “Book a confidential consultation” button on this page to arrange an initial conversation with Dr Síle Walsh. The consultation provides an opportunity to discuss your current context, what you want from coaching and whether the programme is the right fit.
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Leadership coaching can help leaders develop greater clarity, confidence and awareness of their impact. It can support more effective decision-making, communication, relationship management and navigation of organisational complexity. The intended outcomes are agreed with each participant, allowing the coaching to remain connected to their actual role and workplace challenges.
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Online leadership coaching takes place through confidential video sessions, allowing leaders to participate from Ireland, the UK or internationally. The process begins by clarifying the leader’s priorities, organisational context and desired outcomes. Sessions then combine reflection, practical application and evidence-informed approaches that can be applied directly to current workplace challenges.
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Yes. The content of individual coaching conversations remains confidential, including when an employer funds the programme. Where organisational stakeholders are involved, the boundaries around objectives, progress updates and confidentiality are agreed at the beginning. Personal details from coaching sessions are not shared with the organisation without the participant’s agreement.
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Each session provides a structured space to examine current challenges, decisions, relationships and leadership patterns. Rather than offering generic advice, the coaching process helps the leader understand what is influencing the situation, consider different perspectives and identify practical actions. The exact focus is shaped by the participant’s role, goals and organisational environment.
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The Executive and Leadership Coaching programme runs over approximately 12 weeks, with six one-to-one coaching sessions delivered over a minimum of 90 days. This provides time to explore underlying issues, apply new approaches in real situations and review their impact. Scheduling is discussed during the initial consultation.
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The 12-week Effective Leadership Coaching Process starts at €2,521 when paid in full. Alternatively, it can be paid in three instalments of €845, totalling €2,535. Twelve-month programmes begin at €6,252, with payment options available. A confidential initial consultation can help establish which option is suitable.
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Consider the coach’s qualifications, professional experience, coaching approach and ability to understand complex organisational systems. It is also important to feel that you can speak openly and be appropriately challenged. An initial consultation allows you to discuss your goals, ask questions and assess whether the coach’s approach is a good fit.