Lead with Presence. Influence with Intention. Create Lasting Impact.
Executive Coaching for Senior Leaders
You have worked hard to get where you are. But reaching your next level of leadership may require more than doing more or working harder. It requires understanding yourself more deeply, knowing what is yours to take responsibility for, and having the courage to change what is within your control.
As an ICF Master Certified Coach, I partner with senior leaders and high-potential professionals to accelerate impact during pivotal moments—new roles, organizational change, stretch assignments, and next level responsibilities. My executive coaching for senior leaders blends strategic clarity, behavior change, and practical tools to build lasting influence and measurable results. I also help clients manage overwhelm, regulate emotions, set boundaries, and navigate the unique pressures and challenges of senior roles. I help senior leaders and high-potential professionals to transform how they face and handle pressures into durable strengths.
Coaching for accomplished leaders who are ready to grow, strengthen their influence and make a greater impact.
Explore whether coaching together is the right fit.
Sharon Kelly, MCC NBC-HWC
What to expect when we work together
5 Pillars
Understood: Sharon will meet me where I am.
Reassured: She has the expertise and experience to support me.
Encouraged: I can explore challenges without being judged.
Challenged: She won't simply tell me what I want to hear.
Hopeful and curious: There may be another way forward, and I want to explore it.
Start the conversation and explore whether coaching together is the right fit.
What Sharon Offers
Leadership transition coaching :Structured support for leaders stepping into new roles or navigating reorganizations. Practical focus areas include clarifying role expectations, mapping key stakeholders, conducting a rapid team diagnostic, and identifying early wins that build credibility and momentum.
Executive presence coaching: Develop the gravitas, clarity, and interpersonal impact that distinguish senior leaders. Coaching addresses high-stakes communication, influencing peers and executives, presence under pressure, and authentic self-presentation for boardrooms, town halls, and cross-functional forums.
Leadership development coaching: Tailored coaching to expand capability across strategy execution, team effectiveness, decision-making, and resilience. Sessions are customized to your level—from first-time managers scaling into director roles to VPs leading complex organizations—and tied to measurable business and people outcomes.
Interactive Executive Reflection
What Is Yours vs. What Isn't Yours?
Select a common leadership scenario below to explore how distinguishing responsibility shifts your presence and influence.
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Scenario 01 · Boardroom Dynamics
A senior leader rejects your recommendation—and reacts with frustration when challenged.
Let Go Of (What Isn't Yours)
Their emotional temperature, anger, or defensiveness.
Their final decision once you have offered clear counsel.
Rescuing them from the natural consequences of their choice.
Take Responsibility For (What Is Yours)
Offering your expertise clearly, candidly, and respectfully.
Regulating your own nervous system so you remain grounded.
Choosing your next constructive step with clarity and poise.
Reflection: Where are you currently spending energy trying to manage someone else’s reaction?
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Scenario 02 · Leading Change
You announce an important strategic shift, and several team members push back or feel uneasy.
Let Go Of (What Isn't Yours)
Eliminating every person’s discomfort with change immediately.
Carrying guilt because a necessary transition feels challenging.
Lowering standards to keep everyone momentarily comfortable.
Take Responsibility For (What Is Yours)
Communicating the "why" with clarity, empathy, and steadiness.
Listening with curiosity without abandoning strategic direction.
Modelling calm confidence while your team adapts.
Reflection: Are you confusing empathy for your team with responsibility for their comfort?
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Scenario 03 · Executive Advancement
You have been promoted to a broader role, yet still feel pulled into day-to-day problem solving.
Let Go Of (What Isn't Yours)
Solving every operational issue your direct reports are capable of owning.
Proving your value by being the busiest person in the room.
Protecting others from healthy stretch and accountability.
Take Responsibility For (What Is Yours)
Letting go of old habits that no longer serve your current scope.
Creating clarity around priorities, expectations, and decision rights.
Investing your energy in vision, influence, and developing leaders.
Reflection: Which tasks are you holding onto simply because they feel familiar?
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Scenario 04 · Peer Alignment
A peer department misses a shared commitment, creating friction ahead of an executive review.
Let Go Of (What Isn't Yours)
Covering up their gap at the expense of your own team’s well-being.
Controlling how your peer prepares or accounts for their work.
Carrying unspoken resentment into the review meeting.
Take Responsibility For (What Is Yours)
Having an honest, early conversation focused on shared outcomes.
Clearly stating what your team has delivered and what is needed next.
Showing up with constructive candour rather than blame.
Reflection: What direct conversation have you been postponing to keep the peace?
Who I Help
I work with successful, capable, growth-oriented professionals and senior leaders who already have a strong track record—and know there is more they can contribute and become.
Want to grow into their next level of leadership.
Are interested in promotion, greater responsibility or broader impact.
Want to understand their strengths, blind spots and patterns.
Are willing to be vulnerable, curious and honest with themselves.
Need support navigating a challenge or getting over a professional hump.
What changes when you stop taking responsibility for everything?
An accomplished HR professional came into coaching carrying the emotional weight of everyone around her. During a high-stakes boardroom meeting, her manager disregarded her advice—and then became visibly angry when the decision went poorly. In the past, she would have absorbed his anger, questioned herself, or walked out overwhelmed and in tears. This time, she stayed completely grounded. She recognized that his choices and temper belonged to him, while her composure and response belonged to her. When she returned to her office, colleagues immediately noticed the shift and asked how she had remained so calm.
She couldn't control her manager's behaviour, but she had developed the self-awareness and confidence to choose her own response.
Begin the Dialogue
Lets talk about what you are navigating, what you want to achieve and if coaching together feels like the right fit. If it does, I can prepare a proposal for you to consider. Virtual coaching across North America and Europe available.