Leadership
Technical Executive Coaching
The role changed. Your playbook should change too.
The problem you are facing
You have moved from "best engineer" to "technical leader". The role has changed, but nobody gave you the new playbook. You manage budgets, stakeholders, political tensions. The board asks for an AI strategy and you do not know where to start.
You lead dozens or hundreds of people, but your team works in silos. Engagement is low. The best are leaving. You feel the potential is there, but you cannot unlock it.
Generalist coaches do not understand technology. Technical consultants do not understand leadership. You need someone who has lived both sides: coached for 9 months in a high-performance programme, then coach of 100+ staff for 4 years.
My approach
I am not a coach who read books about technology. I am a technical leader who was trained in high-performance coaching (Vantaset programme, 9 intensive months), then deployed those methods across 15 tech leads and 100+ staff at NAB/UBank in Sydney. The difference is felt from the first session.
The strategic questions of the AI era
AI is not a product. It is infrastructure. Like electricity or the printing press, it becomes a fundamental capability that transforms work. A CTO cannot "sell an AI project" to the board; they must explain a structural transformation. I support you on the questions that matter:
Before
Technical Lead
Managing teams that write code
Now
Context Engineer
Designing the contexts in which AI agents deliver value
The evolution of the human role
The CIO consensus is clear: the key skill is no longer coding, but designing the systems in which AI agents operate. Architecture, specification, test design: that is where the value lies.
Reorganising teams
Roles in an AI-augmented team change radically. The Product Owner focuses on vision and ROI while AI agents draft user stories. The Tech Lead shifts from "doing" to "supervising" and "validating". The Scrum Master steers agents, not humans. How do you structure this transition?
The strategic window
There is a 12-24 month window during which organisations make their transition to AI. After that, they become autonomous. The time to invest in transformation is now, not in two years when competitors will have already moved.
Documented results
At NAB/UBank (Sydney), I was first coached for 9 months in the Vantaset Performance-OS programme, then deployed the programme across my 100+ staff and 15 tech leads for 4 years. Results are documented in an official case study:
54% → 80%
team engagement
x4
productivity
-60%
turnover (25% → 10%)
-75%
time to market
Progression over 4 years
"It allowed us to not only galvanise our thinking as a leadership team, but shift our thinking from 'we can't do it' to 'a clear pathway to success'." Glen Aiton, Chief Operating Officer, UBank
"The number one thing for me is how we've lifted the performance of every individual in the business. From a value for money perspective, it's been more than excellent." Lee Hatton, CEO, UBank
Engagement formats
Entry point
Clarity session
A 2-hour deep-dive on a specific challenge. No procurement needed. You leave with a summary and action plan.
- 2 hours
- Deliverable: summary + action plan
- CHF 1,500
Programme
6-month executive coaching
Bi-monthly 90-min sessions, 360 assessment, personalised development plan. Self-awareness, feedback, coaching skills.
- 6 months, 12-14 sessions
- CHF 18,000 - 22,000
- 360 assessment + development plan
Intensive
100-day accelerator
For a leader starting a new role. Weekly then bi-monthly sessions. Structure the first 100 days to lay the foundations.
- 100 days, 10-12 sessions
- CHF 16,000 - 19,000
Group
Leadership team alignment
Group coaching for 4-6 technical leaders. 4 months to create an aligned, high-performing leadership team.
- 4 months, bi-monthly sessions
- CHF 22,000 - 28,000
- 4-6 participants
Full journey (clarity session + 6-month programme + potentially team alignment): CHF 40,000 - 50,000.
Who is it for?
CTO / VP Engineering in role
Who want to reach the next level: develop their strategic impact, learn to coach their own tech leads, build a high-performance culture.
Leaders in transition
New CTOs, internal promotions, scope changes. The first 100 days are critical: best to have a sparring partner who has lived the same thing.
HR / Talent
Looking for a specialised coach for a technical leader. Not a generalist coach who does not understand the job, but someone who speaks both languages.
SME CEOs
Who want to align their technical leadership team, break silos, and create a shared execution culture. Engagement, productivity, retention: everything is connected.
Book a conversation
A 30-minute conversation, not a sales pitch. We will discuss your situation and I will tell you honestly whether I can help.