How I work.
I look at what the org chart doesn't show.
The human dynamics beneath strategy, structure and process:
trust, tension, power, emotions, informal influence and what is not being said.
In practice →
We start with the business problem.
I speak with the people involved to understand what’s actually happening. Sometimes the work stays with one person. Sometimes it involves a team or people across the organisation.
I don’t force the problem into a predefined programme.
Ways of working →
1:1 Executive Coaching
For a leader who needs a confidential place to think, challenge assumptions and work through what they cannot easily discuss internally.
Leadership Team Work
Team coaching, interventions and facilitated sessions when the issue sits between people rather than inside one individual.
Workshops
Interactive work with leadership groups around human dynamics, conflict, negotiation, influence, decision-making, power, trust.
Speaking
Bringing these ideas into larger rooms through talks, panels and interactive sessions.
Ongoing Advisory
For situations where the dynamics are evolving and somebody needs to stay close to the leader or team over time.
Confidentiality →
Strictly confidential.
I don’t talk about clients. Ever.
If the work involves several people in the same organisation, we agree upfront what stays private and what can be shared.
Independence is non-negotiable.
Fees →
From our first session, Gilles created a space that was both safe and challenging. His questions sharpen thinking and consistently translate into practical next steps.
Through our work I’ve become more intentional as a leader, improving communication, trust, and performance across the team.
Abdan a.
senior leader, infrastructure megaproject
FREQUENTLY ASKED QUESTIONS →
Leaders usually arrive with similar questions about confidentiality, format, and
what this work actually involves.
This is not therapy, mentoring, or motivational coaching.
The work focuses on leadership under pressure.
Decisions with real consequence.
Board dynamics, authority, and organisational patterns that shape outcomes.
The goal is clearer judgment and stronger leadership capacity as complexity grows.Founders and CEOs operating under sustained pressure.
Often during moments when the company is scaling, the leadership team is evolving, or the role itself is changing.
I also work with co-founders and executive teams when alignment or authority needs recalibration.
Most leaders do not search for coaching.
They reach out when something begins to tighten.Decisions accumulate.
Board pressure increases.
Leadership teams push back.
Or the founder role evolves faster than expected.It is usually a moment where clarity matters more than effort.
Consulting offers expertise and recommendations.
Therapy focuses on personal healing.
Executive coaching focuses on leadership decisions, patterns, and dynamics that affect performance.
The work is about how leaders think, decide, and operate under pressure.
Not necessarily.
The work focuses on leadership judgment, decision patterns, and organisational dynamics.
Many executive coaches come from backgrounds in leadership, negotiation, or complex systems rather than entrepreneurship itself.
What matters most is the ability to hold clear thinking in high-stakes environments.
Confidential conversations focused on real situations.
Decisions that are difficult to make.
Leadership dynamics affecting execution.
Patterns that distort judgment or authority.We examine what is actually happening and work toward clearer action.
Yes.
All conversations are private.
The founder or CEO is the client. If an investor or board member sponsors the engagement, expectations around information flow are agreed in advance.
Session content is never shared without explicit consent.
Most engagements run several months during a specific transition or period of pressure.
Some continue longer as advisory relationships while the company grows.
The objective is leverage, not dependency.