Executive & leadership coaching · Jan Salomons
Leadership coaching.
Grounded in operational reality.
Connect how you lead with how your business performs. Work on the decisions, behaviours and accountability that turn priorities into results.
Start where you are
Where are you now?
Perspective at the top.
Test your assumptions. Make difficult decisions. Hear the challenge others may hold back.
Turn pressure into direction.
Align people and priorities. Build ownership. Turn strategic intent into operational results.
Get beyond firefighting.
Balance daily delivery with lasting improvement. Address recurring escalations, competing priorities and the ownership your team needs.
Leadership at the centre
Stronger leadership.
Room for the person behind it.
Leadership coaching
Lead more effectively.
Work on the decisions, conversations and accountability that shape team performance.
Career coaching
Choose your next chapter.
Navigate a senior appointment, a change in direction or the question of what comes next.
Personal coaching
Succeed on your terms.
Address the habits, boundaries and pressures that affect how you lead and live.
Coaching and mentoring usually bring all three areas together, with the balance shaped by your leadership challenges, career direction and personal priorities.
The issues beneath the agenda
Recognise your challenge?
Ten executive challenges. Open the one that matters to you.
Making better leadership decisions
How do I improve judgment, prioritisation and accountability when decisions are difficult?
You can have experienced people around the table and still make decisions on assumptions nobody tests. Elsewhere, decisions wait for approval or return to you after being delegated. In coaching, we examine a real decision: whose perspective is missing, what evidence could change your view, and where you need to hold or release authority. Your team gains clearer boundaries and more room to exercise judgement. Our work helps you become a more deliberate decision-maker, with fewer avoidable escalations competing for your attention.
Building high-performing leadership teams
Why isn't my leadership team performing as one team?
Your leadership team may debate energetically yet leave important concerns unspoken—and reopen the same decisions a week later. Coaching creates space to examine how you invite challenge, handle disagreement and respond when commitments slip. You can practise questions that uncover what colleagues actually think, then establish clearer agreements about decisions and follow-through. The team has a better basis for honest discussion and shared responsibility. For you, the shift is from repeatedly brokering agreement to leading a team that can challenge constructively and hold its commitments together.
Turning strategy into operational results
Why aren't our strategic priorities translating into measurable operational performance?
The strategy is clear in the presentation, but daily urgency keeps winning and work stalls between functions. We use coaching to examine the choices you reinforce: which priorities receive time, what should stop, and where dependencies lack an owner. You can turn a strategic intention into a manageable commitment, with a meaningful measure and a review conversation that leads to action. Your team gains focus and clearer coordination. Coaching helps you spend less energy chasing activity and more time leading the decisions that move operational performance forward.
Making change stick
Why do our transformation efforts lose momentum or fail to deliver lasting results?
People may understand the change and still struggle to adopt it, especially when their workload, incentives or leaders’ behaviour point in another direction. Coaching helps you explore what apparent resistance is telling you and where your own actions reinforce the old way of working. You can involve people in practical choices, surface capacity constraints and make the behaviours you expect visible in your own leadership. Your team gains a clearer reason and better conditions to act. For you, coaching turns repeated persuasion into more credible leadership of change that people can sustain.
Leading through uncertainty and crisis
How do I lead effectively when information is incomplete and circumstances change quickly?
When facts keep changing, waiting for certainty can be as costly as reacting to every new signal. Meanwhile, inconsistent messages leave your team guessing what matters. In coaching, we separate what you know from what you assume, clarify the next defensible decision and practise communicating both direction and uncertainty. You establish a rhythm for reviewing priorities without constantly unsettling people. Your team can act with clearer boundaries as circumstances evolve. Coaching gives you a steadier way to lead under pressure, without needing to pretend you have every answer.
Improving personal leadership effectiveness
Which of my own behaviours and blind spots are limiting my effectiveness?
You intend to help, yet people experience interference; you intend to be decisive, yet questions disappear. Those gaps between intention and impact can be difficult to see from inside the role. Coaching gives you space to examine feedback without immediately defending yourself, understand the assumptions beneath a familiar reaction and choose one behaviour to practise differently. Your team experiences the change in everyday conversations, delegation and listening. The value for you is greater choice in how you lead—and a more reliable connection between the leader you intend to be and the impact others experience.
Closing leadership capability gaps
How do I ensure we have leaders capable of delivering what the business needs?
Leaders can attend development programmes and still struggle with the conversations and decisions their roles require. The gap often lies in choosing the right capability to develop and making room to practise it at work. Coaching helps you identify a specific leadership demand, turn it into observable behaviour and arrange useful feedback on real attempts. Your team gains opportunities to take responsibility while you learn to develop others more deliberately. Our work helps you build leadership capacity that remains useful between sessions, reducing the need for you to step in whenever the challenge increases.
Leading across cultures and boundaries
How do I get people from different cultures, functions and countries to work effectively together?
A direct message can sound dismissive, while respectful silence can be mistaken for agreement. Differences in how people build trust and expect decisions to be made can quietly slow collaboration across countries and functions. Coaching helps you test your interpretation, ask about others’ expectations and adapt your approach without stereotyping individuals. You can agree practical ways to give feedback, raise concerns and make decisions together. Your team gains fewer misunderstandings and more usable differences of perspective; you gain the flexibility to lead across boundaries without losing clarity or authenticity.
Sustaining performance under pressure
How do we maintain performance without exhausting our people or ourselves?
Reliable people often keep delivering long after their capacity has begun to shrink. When priorities remain unclear, extra effort becomes the default answer and asking for help feels risky. In coaching, we examine what you keep absorbing, which expectations need renegotiating and how your team signals overload. You can make explicit choices about what stops, where support is needed and how recovery fits the work. Coaching helps you protect your judgement and energy while building a team that can sustain delivery without depending on repeated personal sacrifice.
Navigating leadership and career transitions
How do I successfully navigate a new role, a career decision or a major professional transition?
A promotion, a new organisation or a career crossroads can unsettle an identity built on years of success. Familiar strengths may no longer fit, while expectations and relationships still need to be understood. Coaching helps you clarify what you want from the next chapter, learn what the situation requires and prepare the conversations that build trust and shared expectations. Your team benefits from a leader who listens before imposing an old playbook. For you, the transition becomes a deliberate set of choices about contribution and direction, rather than a test of whether you can prove yourself again.
Prefer to reflect first? Explore the leadership articles.
How we work
From reflection to action.
You set the agenda. We explore your challenge alongside the values, assumptions and habits shaping your choices. These four steps give our work structure, with room to follow what matters as it emerges.
Reflect
Clarify what matters to you and what progress would look like.
Reset
Question the assumptions and habits behind the pattern.
Re-align
Choose an action that fits your values and responsibilities.
Rise
Try it in practice. Review the impact and choose your next step.
Your thinking partner
Jan Salomons.
I bring 35+ years of international management experience, including executive and senior roles in operations, HR, leadership development and transformation across IT, transport and semiconductors.
As a fully trained Co-Active coach, I work with the person behind the role: your values, ambitions and the patterns that shape how you lead. You set the direction; I bring questions, challenge and support.
We agree what progress means for you and review the changes in your leadership, working relationships and results.
More about Jan’s backgroundA useful first conversation
Let’s talk about your next move.
Bring one challenge. Together, we’ll explore whether coaching can help.
We agree the focus, arrangements and confidentiality boundaries before starting.