What to Expect in a Coaching Engagement with Celine?
Working with Celine means having a trusted thought partner who combines research-based frameworks with deep leadership experience. The goal: help you lead with clarity and confidence while aligning your personal growth with your organization’s success.
This page explains how we work together, what happens inside coaching sessions, and what real outcomes look like.
Why Celine
Celine combines deep expertise in leadership development with a warm, human-centered approach that helps executives unlock their full potential.
Trusted advisor to senior leaders — She works with CEOs and C-suite executives navigating high-stakes decisions, growth challenges, and personal transitions.
Grounded in research and practice — Drawing on her teaching at Stanford and years of coaching experience, Celine helps leaders build clarity, confidence, and resilience.
A sounding board and challenger — She creates a trusted space for reflection, while holding leaders accountable to the highest standards of leadership.
Recognized impact — Clients describe her coaching as:
“Celine creates a safe, structured space for leaders to communicate openly, her deep insight into high-growth teams makes her a fantastic guide.” – Hany Rashwan, CEO, 21.co
“Celine gave me the confidence to pursue my goals and the clarity to achieve them, an investment that paid off in multiples.” – Wendy Bergh, CMO
With Celine, leaders gain the clarity to make bold decisions, the confidence to pursue their goals, and the capacity to lead with both vision and humanity.
How Coaching Works
Format: One-on-one sessions, typically every two weeks, via video or in person when possible
Engagement Length: Most leaders commit to a 6–12 month engagement for meaningful, lasting impact
Confidentiality: Everything shared in coaching remains confidential unless mutually agreed otherwise
Between Sessions: Access to resources, reflection exercises, and occasional check-ins to support progress
Goal Setting: Building Alignment from Day One
We start with a structured goal-setting process to ensure clarity and alignment:
Your Goals: What matters most for your growth as a leader
Organizational Goals: What is critical for your team and company’s success
Shared Agreement: Combining both to accelerate leadership development and organizational outcomes
Examples of Coaching Goals
Increase executive presence to influence key stakeholders
Build a leadership team that scales with company growth
Improve decision-making under uncertainty
Navigate complex relationships with the board or investors
Inside a Coaching Session
Every session provides a confidential space to work through real challenges. Sample topics that cone up often include:
Delivering feedback that motivates without damaging trust
Preparing for high-stakes conversations
Balancing strategic vision with operational demands
Managing stress and preventing burnout in high-growth environments
Strengthening team dynamics during periods of change
What Leaders Bring In
Clients often come in with:
Tactical Questions: “How do I structure this feedback conversation?”
Strategic Decisions: “What does my team need from me to hit our next milestone?”
Personal Challenges: “How do I overcome imposter syndrome in this new role?”
Real-World Impact: Illustrative Short Case Studies
Case Study 1: Scaling Through Growth
A Series B founder felt overwhelmed by competing priorities. Through coaching, we clarified their top three leadership objectives, redesigned their executive team meetings, and built habits for effective delegation.
Result: Revenue goals were hit ahead of schedule, and the CEO reported feeling “calm and clear.”
Case Study 2: From Firefighting to Strategic Leadership
A VP of Engineering was constantly reacting to day-to-day issues. Coaching focused on building decision-making frameworks, and empowering team leads.
Result: A 40% reduction in escalations and a stronger leadership pipeline.
FAQs: What Leaders Often Ask
How can I get the most out of coaching?
Come prepared with honesty and curiosity. Block time before and after sessions for reflection. Use real challenges as entry points for deeper work.
What about confidentiality?
Your trust is critical. Everything discussed remains confidential unless we mutually agree to share with stakeholders.
What is the typical commitment?
Most leaders engage for 6–12 months, with sessions every two weeks. This timeline allows for deep, measurable progress.
Why This Works
The approach combines evidence-based practices with practical leadership experience. The goal is not just insight but measurable behavior change that accelerates both individual and organizational success.