Diwi Panahon-RochaExecutive & Leadership Coach
Executive coaching

Executive coaching for the leaders your organisation is counting on.

Confidential one-on-one coaching for senior leaders, commissioned by HR, people and L&D teams across the Philippines and Asia-Pacific. It helps leaders be at their best, lead through change and prepare for what's next.

Discuss a coaching need
Who it's for

Senior Leaders at a Turning Point

I coach leaders at the top of national and multinational organisations. They're capable and experienced, and the next chapter is asking something different of them. That might be a bigger role, a harder team or a changing organisation.

CEOsC-suiteSenior executivesGeneral managersNewly promoted executivesSuccessors & high-potentials

When to Bring In an Executive Coach

  • A senior leader is under sustained pressure to perform, or results in their area are trending down.
  • The organisation is going through change of any scope or type: strategy, structure, systems, processes, culture or technology.
  • New leaders are joining the executive or management committee.
  • A senior leader is facing something unfamiliar, or choices that feel overwhelming.
  • A capable leader is struggling to lead their senior team.
  • A leader is being prepared for a bigger role as part of succession planning, or has just been promoted into one.
What we work on

The situations I'm most often brought in for

01

Unblocking High-Stakes Performance

Your senior leaders are delivering in a demanding, high-performance environment. When a big customer switches, KPIs slip or a hard review lands in front of peers, even seasoned leaders can find their confidence shaken. It's a conversation I have with executives more than any other. What they need is a strategic pause: space to breathe, sort out their thoughts and hear themselves through the noise, so they can bring their best selves to the role and keep delivering results.

Coaching Focuses On

  • Regaining clarity and focus under sustained pressure
  • Rebuilding confidence after setbacks, from missed KPIs to lost customers
  • Managing impatience, the struggle senior leaders rarely name
  • Sustaining high performance without burning out
02

Navigating Organisational Change

A new strategy, structure, system or culture is on its way, and your leaders have to steady others while navigating the uncertainty themselves. Change stalls when leaders push faster than people can follow, or hold back when change is needed.

Coaching Focuses On

  • Leading with clarity and steadiness through uncertainty
  • Bringing people along rather than pushing change onto them
  • Rebuilding confidence when results dip mid-change
  • Connecting to wider OD and change support where needed
03

De-risking Succession Planning

A leader has been identified as a successor for an executive role, or has just stepped into one. What got them here won't be enough for what's next. The most common mistake I see from newly promoted executives comes in two opposite forms: failing to change what needs changing, or changing too much too soon.

Coaching Focuses On

  • Shifting from expert and operator to enterprise leader
  • Listening first, then knowing what to change and when
  • Building credibility with a new peer group, board and team
  • Getting a successor ready before the role opens, not after
What your leader experiences

A Genuine Connection, and a Safe Space

From the first session, your leader can expect the start of a trusting relationship. It's a place where they can be honest about what's really going on, think clearly, and regain their courage and confidence.

How long change takes

It Depends on the Size of the Ship

For some leaders, six sessions shift their mindset. Turning a large ship 180 degrees takes more than one round of the wheel, and some of the biggest changes unfold after the engagement ends. Read more.

Getting it right

When coaching is, and isn't, the right investment

Coaching is powerful, but it isn't the answer to everything. I'd rather tell you that before you invest than after.

Is your leader ready for coaching?

Coaching works best when the leader is…

Ready and willing, especially when the organisation is sponsoring the coaching. Open, honest and curious, with the courage to answer some hard questions.

Coaching struggles when…

It's positioned as the fix for a "challenging talent", the leader doesn't want it, or the timing clashes with bigger priorities on their plate.

Something else may serve better when the leader needs…

Guidance from experience (mentoring), information or technical orientation (training), help understanding a new culture and its people (onboarding), or an urgent problem solved now (a crisis team).

Have a Leader in Mind?

Tell me a little about the leader and the situation. We'll talk through whether coaching is the right fit, and how to set it up to succeed.

Discuss a coaching need

Read the FAQ