Executive Coaching for Senior Women in Technology
12-month executive coaching for women who've reached Director, VP or C-Suite roles
... and discovered the hardest work is just beginning.
Navigate complexity with clarity.
Reclaim space for yourself.
Lead on your terms for results that really matter.
Might This Be You?
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You're in tech, engineering, finance, or academic sciences—at Director, VP, or C-suite level.
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You've already "made it" to senior leadership.
Everyone congratulated you.
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But here's what they didn't mention: reaching this level didn't make the challenges disappear.
They multiplied.
As did the number of people watching you.
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You're senior enough to implement change, but often excluded from the room where the changes are decided.
And you're wondering if there's a way through that bolsters both your career and your sanity.
You're now senior.
And honestly, it's not quite what you expected
You've been labelled "high potential" or "high performer" for years.
Everyone congratulated you on the latest promotion.
What they didn't tell you: the complexity doesn't disappear at senior levels. It intensifies.
You're navigating transformation with your team—while also figuring out what it means for your own career.
Plus you're doing this without adequate support or space to process the personal implications and the support you need is thin on the ground.
You're being sidelined during reorganizations you're expected to implement, and it's infuriating.
You're the "role model" for junior women, but you're thinking "I'm not sure I've completely this figured out either!"
You have no space to think about yourself—there's always someone else's needs to meet first.
You're asking "who do I want to be?" rather than just "what's my next role?"
You're feeling the weight of burnout and wondering what sustainable leadership actually looks like.
If any of this sounds familiar, you're not alone.
And you're definitely not failing...or alone.
Want to understand the full arc of a year working together? Here's the proven framework we follow..."
This isn't a linear process and that's the whole point.
As we go, you'll reflect on what on what's changing for you, what's working better and even come up with new challenges to address.
All will be based on staying true to your values.
WHAT MAKES THIS DIFFERENT
STEM-Specific Expertise
I've spent 25 years exclusively coaching women in technical fields - technology, engineering, finance, and academic sciences.
Specifically at Director, VP and C-Suite levels.
I understand what's happening right now:
Companies are quietly cutting support for women.
McKinsey's 2025 research shows 1 in 6 companies scaled back or stopped programs specifically for women's career advancement - and more said it was not longer a priority.
Things may feel different, and do not adjust your television :) You're not imagining it.
You're leading through constant transformation and uncertainty—and support feels thin on the ground.
You may feel pressure to just "figure it out," while supporting everyone else through changes with no frameworks or space to process what it means for you.
You're implementing reorganizations you weren't consulted on.
Being senior enough to execute change but excluded from the room where it's decided?
Maddening.
Plus, junior women are watching you.
After all, you're supposed to be the success story, right?
Meanwhile, you're dealing with your own imposter syndrome and thinking "I don't have great advice because I'm still figuring this out."
Burnout is real at this level.
The system often feels genuinely unsustainable—not because you're failing, but because the demands keep escalating while support disappears.
From my consultancy work, the books I've written, and 25 years of coaching, I recognize these patterns immediately.
I get the politics of being the only woman in senior meetings.
I understand the double standards you navigate daily.
This specialized experience means I ask better questions that move you on.
I help spot patterns faster.
Plus I help you navigate dynamics that feel unique to you but follow predictable patterns in male-dominated fields at senior levels.
Live Conversations, Not Pre-Scripted Questions
I don't give 'advice' or send you worksheets.
You're smart enough to know what you need to do.
It's about helping you unearth what you want to do, even in the face of challenges, and embrace that mindset more quickly every time.
However, the work I do with my clients is about helping them find and then take their own advice.
In our monthly video calls, I ask questions specific to your situation based on what you're saying—and what you're not saying.
These questions emerge from our real-time conversation as I listen and observe your energy as you talk about to your challenges, beliefs and assumptions.
Throughout, I challenge your assumptions and help you recognise the evidence of your wins - both of which move you forward.
When you discover your solutions through our discussion, you own them.
This means you ACTUALLY implement them.
Plus, I hold you accountable for the adjustments and changes you make to get the results that excite you.
Investment and Funding Options
This is a strategic investment in your career—especially right now.
McKinsey's 2025 research shows that 1 in 6 companies have cut career development programs specifically for women, and only 50% of companies still prioritize women's career advancement.
Corporate support for your development is declining.
I'm an ICF Master Certified Coach with a PhD from Cambridge on the topics that matter to you.
For 25 years, I've worked exclusively with senior women in STEM.
This level of specialization means my clients aren't comparing me to less qualified career coaches.
Like their own qualifications, they value specialization.
With 80% of my clients getting promoted within 12 months, this isn't the budget option.
But it is the results-focused one.
Most clients choose one of two paths:
1. Self-Funded (Increasingly Common)
More senior women are paying for coaching themselves.
Here's why: Complete confidentiality.
Your company won't expect to have a say in what we discuss...let alone who you become.
This matters when you're navigating organizational politics or considering your next move.
No invisible strings.
You don't feel obligated to stay in a difficult situation just because your employer paid for your development.
It's genuinely yours alone.
If you leave the company (or they reorganize you out), your coaching continues without question.
When 80% of my clients get promoted within 12 months, the ROI is substantial.
It's typically 3-6x in the first year through salary increases alone.
But the real value?
Having space that belongs entirely to you.
Flexible payment options available to make this manageable.
However, you might still want to go employer-funded if it feels right for you.
2. Employer-Funded (Still Works for Many)
Some clients do have their coaching funded through their company's development budget or their own discretionary spending as a leader.
This works well when you have a genuinely supportive manager, your company still invests in women's development, and you'd like their buy-in.
If this feels like the right path, I'll help you position it as supporting your performance goals—which coaching with me absolutely does.
We'll talk through which approach makes sense for you during our chemistry call.
There's no pressure either way.
COMPLETE CONFIDENTIALITY
Professional coaching maintains complete confidentiality—ICF ethics are non-negotiable.
Whether you're employer-funded or self-funded, our sessions are entirely private.
If your employer funds your coaching, they're investing in your development, not buying access to our conversations.
While we mostly talk about work, you can discuss exploring other opportunities, health concerns, family challenges, or anything affecting you.
Your boss only sees your results. They never hear the content of sessions.
Your coaching engagement is yours, regardless of employment changes.
I honor all sessions even if you leave the company that initially funded your coaching.
Frame it as: "I'm considering what I'll need to succeed at the next level."
This is a proactive and strategic approach.
Top executives have coaches because they're strategic about development.
Leaders, particularly men, routinely get industry mentors, internal sponsors, and coaches as they climb.
Frame it around a specific situation—reporting line change, promotion, lack of expected progression, returning from leave, change management program.
That's often enough to convince bosses that objective external support would be valuable.
Tie it to your performance goals and organizational needs—this is smart succession planning that strengthens your boss's confidence in you.
Asking for coaching during transitions demonstrates strategic thinking and self-awareness. Companies invest in coaching for their highest-potential leaders specifically because they want them to succeed at the next level. This isn't about remedial help—it's about accelerating your readiness for increased responsibility. Position coaching as supporting specific performance goals, and it becomes an investment in your success, not a signal of struggle.
Many senior women choose to invest in themselves directly—especially when they are concerned about confidentiality, a previous coach to whom they were assigned was not a good fit or when they're navigating organizational politics around their manager.
Self-funding means your development and your future belongs entirely to you.
There's no feeling of 'owing' the company more time even if the role becomes untenable, and your company has no visibility into the fact you're being coached.
When 80% of clients get promoted within 12 months, the return on investment through salary increases alone typically exceeds the coaching fee by 6x in the first year.
I offer flexible payment options to make self-investment manageable.
Then that's exactly what we'll talk about.
Many of my clients are navigating questions about their future—whether that's leaving for another opportunity, taking time to reset, or finding a way to make their current role sustainable.
Not because they're failing, but because they're being strategic about their wellbeing and career.
Coaching creates space to figure out: Is there a way to stay that honors your sense of purpose, your health and your ambition?
Or is a change actually the right choice?
Either answer is valid.
The goal isn't to convince you to stay—it's to help you make a choice that's genuinely yours, not one forced by burnout or organizational pressure.
Some clients have used our work together to plan strategic exits or transitions on their terms.
Others have restructured their roles or set boundaries to create sustainability where they are.
What matters is that the decision belongs to you.
Not because I'm pushy, but because the call itself helps you get clear on what you need.
By the end of 30 minutes, you'll know if this partnership makes sense - and whether it's worth the investment.
The clients who choose to work with me aren't looking for the cheapest option.
They're looking for results.
Natasha Harrison, Managing Partner, Boies Schiller Flexner
"The work I did with Suzanne took me from a long-standing professional role where I felt I was not reaching my full potential, to a senior leadership position. Our time together was transformational and I now routinely recommend her to other professional women looking to get ahead."
Tanya Morton, Customer Success Engineering, Mathworks
"Suzanne has had a hugely positive influence on my career, helping me get to grips with 4 different roles, which set me up for future promotions."
Senior Scientist, Cambridge, UK
"My coaching sessions with Suzanne helped me secure that elusive promotion that had remained elusive, and I am now no longer invisible to my senior management. Suzanne has helped me approach situations with confidence, and I now feel more in control of my career."
Monica Sasso, Snr Leader, FinTech
"Suzanne helped me by giving me the space to define my version of success away from the 'fog of war' of corporate life. She helps you quickly solve your own problems which we busy women appreciate."
Ready to Explore?
In our 30 minute conversation, we'll explore your biggest workplace challenges and whether a 12-month coaching partnership makes sense for you.
We will also talk through investment and payment options.
What to Expect from Your Chemistry Call
Before we begin a 12-month partnership, we have a 30-minute chemistry call to explore fit. Here's what happens:
30-minute conversation by telephone to determine if we'd be a good fit
We discuss your biggest challenge now and what you'd most like change
I explain how the 12 month partnership works and what the arc of a year together looks like
We talk through the investment and your payment options
No pressure, no commitment required on the call
'REBALANCE AND REBOOT' FOR PAST CLIENTS
My clients most often continue into roles or life stretches that weren't even a 'twinkle in their eye' when we first started working together!
For this, I offer smaller packages for past clients who want to continue their development, even years later.
After all, leadership growth doesn't stop when our 12-month partnership ends.
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Free Workbook
The Senior Women in STEM Leadership Playbook
5 strategic steps to advance your STEM career — without burning out.
Ready to get recognised for the impact you already make? This free workbook gives ambitious women in technology a proven, evidence-based framework for earning promotions with confidence — while keeping balance and wellbeing intact.
