Email: belinda@belindacoghlan.com.au | Phone: 0414 642 921
Perth-based Executive and Organisational Coaching
WHAT
is Executive Coaching?
Executive coaching is one-on-one work with a leader to build self-reflection and self-determined behaviour change — not advice handed down, but new thinking the leader arrives at and owns.
Done well, it supports workplace well-being, performance and retention of the people who matter most.
As an ICF-trained coach with over 25 years of organisational development experience behind the work, I connect individual leadership change to the wider culture and system it happens inside — coaching here doesn't sit in isolation from your organisational development, HR or human skills work. It reinforces it.
WHO
needs Executive Coaching?
Almost every leader reaches a point where the old playbook stops working - and that's where executive coaching earns its place.
Why? Because the leaders I work with are usually navigating one or more of the same shifts.
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Leaders navigating a new role, promotion or expanded scope
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Executives whose teams show signs of disengagement or turnover risk
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Leaders who struggle with creating psychologically safe spaces for people to speak their truth
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Leaders wanting a growth mindset shift, not just tactical advice
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Organisations investing in retaining their talent pipeline.
Whatever brought you here, if you're navigating a shift in scope, team or mindset, I'm here when you need me.
HOW
does Executive Coaching work?
Coaching is delivered from an International Coaching Federation (ICF) framework, built around a growth mindset. The focus is self-reflection and self-determination — building the leader's own capacity for positive behaviour change, not dependency on the coach.
Every conversation follows a deliberate arc, moving from where the leader is right now to a genuinely owned next step.
Where
to apply Executive Coaching?
Wherever a leader's own thinking is the lever for change, that's where executive coaching earns its place — tactical advice alone won't shift a mindset.
Good coaching starts with the leader's own capacity, then builds outward: leaders equipped to self-reflect and self-correct, not just take instructions; improved workplace well-being and performance under that leader; stronger retention of the talent pipeline they're responsible for; and change that's genuinely owned, so it outlasts the coaching engagement.
Coaching rarely works in isolation. It sits alongside Organisational Development work when a leader's shift is part of a wider culture change including psychological safety, alongside Human Skills Training when a leader's team also needs the conversational skills to meet them halfway, and alongside HR Consulting when the retention or performance issue driving the coaching need also has a policy or compliance dimension.
WHY
choose me?
I'm International Coaching Federation (ICF) trained, with over 25 years of organisational development experience behind the coaching — meaning the work connects individual leadership change to the wider culture and system it happens inside.
What clients say
"As a consultant with Integral Global, Belinda was assessed in the top 10% of coaches for a large-scale coaching/adaptive leadership engagement with Deloitte."
Frequently Asked Questions
Is this the same as mentoring?
No. Mentoring passes on advice from experience. Coaching builds the leader's own capacity to reflect and decide - I ask, more than I tell.
How long does a coaching engagement run?
It varies by need - from a short, focused engagement around a specific challenge, to an ongoing program over several months. For meaningful change, a minimum of 4-6 coaching sessions is recommended.
Is this for individuals or can teams be coached together?
Primarily individual leaders, though it can be paired with team facilitation where a wider group needs to shift together.
Is everyone coachable?
Coaching is a transformative journey, but it requires openness, self-awareness, willingness, and action.
If someone isn’t coachable today, it doesn’t mean they never will be. The key is recognising readiness and meeting people where they are.
How do we measure whether it's working?
Through agreed outcomes set at the start - we check in with stakeholders to gather feedback on perceptions of the behaviour change, wellbeing or individual performance goal that prompted the coaching.