Turn High-Pressure Leadership into High-Performance Results

For more than twenty-five years I carried the full weight of the CEO chair—scaling tech and service businesses across Europe and beyond, and averaging close to 45 percent top-line growth along the way. Today I channel those lessons into a private coaching practice that helps fellow leaders cut through noise, act with conviction and build companies people are proud to serve.

Why I Coach

Running a high-growth company is exhilarating—and lonely. After guiding teams in over twenty countries and navigating the same sleepless nights you face, I know how helpful an outside sounding board can be. That is why each coaching engagement is personal, discreet and tailored to the real-time pressures on your desk.

My Inside-Out Framework

Lasting change starts on the inside. My Inside-Out Leadership Framework™ walks you through twelve building blocks—Identity, Beliefs, Values, Rules, Emotions, Skills, Communication, Relationships, Environment, Goals and Actions—ensuring the growth you create is sustainable and true to who you are.

Expect candid conversations, practical tools and measurable commitments that transfer directly to your boardroom.

What We Work On

Because no two executives lead the same business, we co-select focus areas from my library of thirty topics, such as:

• Vision Transfer – turn a bold idea into teamwide buy-in
• Blind-Spot Mapping – surface risks before the market does
• Momentum Makers™ – rituals that keep growth compounding
• Tough Conversations & Trust – lead with empathy and backbone
• High-Performance Teams – hire, develop and retain true players

A full description of all thirty areas is available in the downloadable guide on this page.

How Our Partnership Works

Sessions run over video or phone for global ease; in-person intensives take place in the quiet surroundings of Marbella, Spain when deeper immersion is useful.

Coaching is Delivered Remotely

Elevate leadership—anytime, anywhere unlock the future of leadership development with my remote coaching solutions designed for today’s dynamic leaders.

• Access my coaching globally – no travel
• Flexible scheduling across time zones
• Cost-effective & scalable for teams
• Leadership coaching from anywhere

Empower leadership to grow without limits—remotely

Key objectives and ideal outcomes

Below is a  comprehensive set of Target Groups for Executive Leadership Coaching, designed to help organizations identify and serve high-impact Leaders . Each Target Group includes a Description, Key Characteristics, Common Challenges, Coaching Objectives, and Ideal Outcomes.

1. C-Suite Executives (CEO, CFO, COO, CMO, CTO, etc.)

Description:
Senior leaders at the highest level of organizational leadership who are responsible for strategic direction, performance, and culture.

Key Characteristics:

• Hold ultimate accountability for organizational success.
• Influence company-wide decisions and culture.
• Often operate in high-pressure, isolated environments.
• May lack peer feedback or trusted confidants.
  
  

Common Challenges:

• Balancing short-term performance with long-term vision.
• Managing board expectations and investor relations.
• Leading through transformation or crisis.
• Navigating complex stakeholder dynamics.
• Sustaining personal resilience and work-life integration.
  
  

Coaching Objectives:

• Enhance strategic thinking and decision-making.
• Improve executive presence and communication.
• Strengthen emotional intelligence and self-awareness.
• Develop succession planning and leadership bench strength.
• Foster adaptive leadership in times of change.
  
  

Ideal Outcomes:

• Increased leadership effectiveness and confidence.
• Greater alignment between personal values and organizational strategy.
• Improved board and team relationships.
• Sustained performance under pressure.

2. Emerging Executives (VPs, Directors, Senior Managers)

Description:
High-potential leaders transitioning into executive roles or managing complex functions with strategic impact.

Key Characteristics:

• Proven operational success; now scaling into broader leadership.
• Developing enterprise-wide perspective.
• Often promoted for technical expertise, not leadership skill.
• Need to shift from “doing” to “leading.”
  
  

Common Challenges:

• Delegating effectively and letting go of operational tasks.
• Building influence without direct authority and navigating organizational politics
• Managing larger, more diverse teams.
• Establishing credibility at the executive table.
  
  

Coaching Objectives:

• Transition from functional expert to strategic leader.
• Build executive communication and influence skills.
• Develop systems thinking and cross-functional collaboration.
• Increase emotional intelligence and conflict resolution.
• Create a personal leadership brand.
  
  

Ideal Outcomes:

• Successful role transition with reduced time-to-impact.
• Stronger alignment with executive peers and senior leadership.
• Enhanced ability to lead change and inspire teams.
• Clear leadership identity and career trajectory.

3. New or Recently Appointed Leaders

Description:
Individuals recently promoted, hired externally, or stepping into a leadership role for the first time at the executive or senior level.

Key Characteristics:

• In a 3–12-month onboarding or integration phase.
• May lack internal networks or organizational context.
• Under pressure to deliver early wins.
• Facing steep learning curves.
  
  

Common Challenges:

• Establishing credibility quickly.
• Understanding organizational culture and unspoken norms.
• Building trust with teams and peers.
• Avoiding common “new leader” pitfalls (e.g., over-promising, under-listening).
• Managing expectations from above and below.
  
  

Coaching Objectives:

• Accelerate onboarding and integration.
• Develop a 90-day leadership plan.
• Strengthen listening and relationship-building skills.
• Navigate political dynamics and power structures.
• Set clear priorities and communication rhythms.
  
  

Ideal Outcomes:

• Faster time to positive impact.
• Stronger stakeholder relationships.
• Reduced risk of early leadership failure.
• Confidence in role and authority.

4. High-Potential Leaders 

Description:
Talented individuals identified as future leaders, often part of formal leadership development programs.

Key Characteristics:

• Demonstrated high performance and potential.
• Seen as candidates for future executive roles but need guidance 
• May lack broad experience, leadership maturity or visibility.
  
  

Common Challenges:

• Over-reliance on technical skills.
• Impatience with career progression and the need to build strategic networks
• Gaps in emotional intelligence or political savvy.
• Difficulty receiving feedback or handling setbacks.
  
  

Coaching Objectives:

• Expand leadership mindset beyond functional excellence.
• Develop self-awareness and feedback receptivity.
• Strengthen resilience and adaptability.
• Build executive presence and communication.
  
  

Ideal Outcomes:

• Increased readiness for future leadership roles.
• Greater engagement and retention.
• More balanced, mature leadership approach.
• Stronger alignment with organizational values.

5. Leaders in Transition (Career, Role, or Organization Change)

Description:
Executives navigating significant professional transitions, such as role changes, promotions, lateral moves, or post-merger integration.

Key Characteristics:

• At a career inflection point.
• May experience identity shifts or uncertainty.
• Need to re-establish influence and relevance.
• Often dealing with ambiguity or loss.
  
  

Common Challenges:

• Letting go of past success or identity.
• Adapting to new cultures or expectations.
• Rebuilding networks and credibility.
• Managing stress and self-doubt.
• Clarifying personal and professional goals.
  
  

Coaching Objectives:

• Navigate transition with clarity and confidence.
• Redefine leadership purpose and values.
• Develop resilience and adaptability.
• Strategize re-entry or reinvention.
• Align next steps with long-term vision.
  
  

Ideal Outcomes:

• Smooth transition with minimal performance dip.
• Renewed sense of purpose and direction.
• Enhanced ability to lead through ambiguity.
• Sustainable career momentum.

6. Leaders in Crisis or Underperformance

Description:
Executives facing performance issues, behavioural concerns, or reputational risks (e.g., poor team feedback, conflict, or stalled results).

Key Characteristics:

• May be mandated into coaching by HR or the board.
• Often defensive or unaware of blind spots.
• Under scrutiny or at risk of derailment.
• Need rapid behavioural change.
  
  

Common Challenges:

• Resistance to feedback or coaching. Fear of failure or exposure
• Poor interpersonal skills (e.g., aggression, aloofness).
• Misalignment with team or organizational culture.
• Burnout or disengagement.
  

Coaching Objectives:

• Increase self-awareness and accountability.
• Address specific behavioural derailers and create a turnaround plan
• Rebuild trust with teams and stakeholders.
• Develop emotional regulation and communication skills.
  
  

Ideal Outcomes:

• Behavioural improvement and cultural reintegration.
• Restoration of credibility and performance.
• Prevention of executive derailment.
• Positive impact on team morale and retention.

7. Underrepresented Leaders in Executive Roles

Description:
Executives from underrepresented groups  who face unique systemic and cultural barriers.

Key Characteristics:

• Excel in performance but may face bias or isolation.
• Often navigate “double binds” (e.g., assertive vs. likable).
• May lack sponsorship or role models.
• Carry extra emotional labour.
  
  

Common Challenges:

• Navigating bias and microaggressions.
• Building authentic leadership style without assimilation.
• Accessing informal networks and sponsors.
• Work-life integration pressures.
• Imposter syndrome or visibility challenges.
  
  

Coaching Objectives:

• Build confidence and authentic leadership voice.
• Develop strategies to navigate bias and politics.
• Strengthen sponsorship and alliance-building.
• Enhance resilience and self-advocacy.
• Balance visibility with well-being.
  
  

Ideal Outcomes:

• Greater representation in top leadership.
• Increased retention and advancement.
• Stronger sense of belonging and impact.
• Role modelling for future diverse leaders.
  

 Summary of Target Groups at a Glance

These documented target groups can be used to tailor coaching programs, marketing strategies, and intake assessments. They also support ROI measurement by aligning coaching outcomes with organizational KPIs such as retention, promotion rates, engagement, and leadership effectiveness.

Voices from the Leaders’ Chair

“Linus is an inspirational leader, team builder and mentor.  He develops people in a supportive, uplifting way to grow businesses.  Above that, he is an insightful expansionist, clear-thinking visionary.”

Edward F. Brown

Fmr Chief Operating Officer Rentokil Initial Group

“Linus is an extremely talented leader and coach, his passion, empathy and tour de force personality is mind blowing. He takes high performing individuals and unlocks their true potential. Work with him if you can, it’s worth every minute.”

Lars Esholdt

CEO Esholdt Executive Search and Author

Next Step

I limit my practice to selected participants per quarter to preserve depth and availability. Simply book a a confidential call with Linus via the blue Calendly button.

Irish National Cycling Champion turned growth-stage CEO turned executive coach,
—I understand the thrill of speed and the discipline behind it.