Executive coaching · 4 months

You develop everyone else. Who is developing you?

A 4-month executive coaching programme for experienced managers. One ambitious goal, built on your Gallup talents, and someone in your corner every week. Often paid from the company’s development budget.

Ask about the programme

Send me a short email and I will reply personally. In English, German or Polish.

career-transformation-program
Companies who trusted me: ECerS, Radancy, Google, tonies, Bocconi Alumni

Why managers matter

70%of the difference in how engaged a team is comes down to its manager.
22%of managers worldwide are engaged at work. In 2022 it was 30%.
28% → 50%of managers thrive when training is paired with someone who actively supports their development.

Source: Gallup, State of the American Manager (2015) and State of the Global Workplace (2025, 2026).

Sound familiar?

You carry a team, a number, and your own ambition.

Most of the time, the last one loses.

→

You deliver, year after year, and something in it has gone flat.

→

Your energy goes into the company’s goals, and you cannot remember your own.

→

You want to be a better manager, not just a busier one.

→

Decisions wait for you. You have become the bottleneck.

→

There is a conversation you keep postponing.

→

You are new in the role and would rather not learn it the hard way.

Ask about the programme
The system

A simple system you keep after we finish.

Four steps. The last two repeat every week for three months.

1

Your talents

Your Gallup report shows how you lead best. We build on that.

2

One goal

One ambitious goal for the quarter. Yours, even when the target comes from above.

3

Weekly steps

The few things that move it this week, including the conversation you keep postponing.

4

Check-in

What moved, what did not. We adjust the plan, never the goal.

↻ Steps 3 and 4, every week

What you get out of it

Your own goal backYou know what you want from this role, and the plan makes room for it.
A team that decidesMore calls get made without you. You stop being the bottleneck.
A way of leading that lastsYou keep the system after we finish, for the next goal.
Why it pays off

A good manager is expensive to lose, and cheap to keep.

For you, it is four months that change how you lead. For the company, the numbers look like this.

14–29%

more profit in teams that worked on their strengths, compared with teams that did not.

Gallup meta-analysis, 49,495 business units, 2016
0.5–2×

a year’s salary is what it costs to replace one employee. A manager who leaves often takes good people along.

Gallup, 2019
52%

of people who quit say their manager or company could have done something to keep them.

Gallup, 2019

If you are HR, or this manager reports to you

You usually know exactly who this is about. Someone good, carrying a lot, and quietly running out of reasons to stay. Four months of coaching costs a fraction of replacing them. I can send you a one-page summary to forward for budget approval.

Request the one-page summary
What clients say

Where they started, and what changed.

Before: doing everything at once

“I stopped doing everything at once. I finally knew what actually mattered.”

1:1 client

Before: goals that felt too big

“The biggest value was not reaching one goal. It was learning how to consistently reach goals that used to feel out of my range.”

1:1 client

Before: losing the thread in busy weeks

“The weekly sessions kept me consistent. Even in a weak week, I did not fall out of the process.”

1:1 client

The question we start with

“If you are looking for someone to simply control you, this is not it. We go much deeper: who do you have to become to reach a genuinely ambitious goal? Because otherwise you would probably already be where you want to be.”

Karolina Madej · COO, EduTech

How it works

Four months of executive coaching.

  • 15 sessions
  • 4 months
  • Your Gallup talents report
  • 1 goal for the quarter
  • A plan for every week
Month 1 · 3 sessions

Get clear

  • Where you really stand in the role.
  • Your Gallup talents, and how you lead with them.
  • One goal for the quarter, with a plan down to the week.

You leave month one with your talents report, your goal and a plan down to the week.

Months 2 to 4 · 12 sessions

Do the work

  • Every week: what moved, what did not, and what you avoided.
  • We change the strategy, never the goal.
  • At the end: you set your next goal on your own.

Not a check on your to-do list. A sparring partner for the decisions that matter.

Investment on request.

Often paid from the company’s development budget. Write to me and I will send you the details.

Ask about the programme
For the whole team

From one manager to the whole team.

Once you know your talents, your team can too. On the same Gallup foundation, I build workshops for whole teams.

A team talent mapEveryone’s top talents on one page, so you see the strengths and the gaps.
Who does what bestWork divided by talent, not by habit or by who happens to be free.
One shared goalThe team sets it together, and each person knows their part.
Ask about a team workshopSee team workshops

Why me

I sat in that chair too.

Six years in marketing inside international companies. I delivered, I was promoted, and I kept going until I burned out. Nobody was developing me either.

Then I went through this method myself, as a client. It changed what I asked of my work, and how I got there.

Today I run two businesses on it, with my own coach. It is not theory I teach. It is how I operate.

Credentials

Certified TGS Methodology Coach, Talents Goals Support (Talent Development Institute, 2026) · Certified Business Coach and Trainer (ÖNORM EN ISO/IEC 17024) · Heilpraktikerin für Psychotherapie · 17 years coaching, 700+ hours one to one

Tell me what is actually going on.

Send me a short email and tell me where you are right now. I read every message myself and come back to you to set up a free 30-minute call. It works more like a first coaching session than a sales pitch.

Email me: info@paulinamakol.com

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