Executive Coach & Advisor to Senior Leaders
I help CEOs and senior leaders build the clarity, trust and relational strength that drive lasting performance.
APPROACH
Leadership is relational
The way you relate to yourself shapes every relationship around you: how you decide under pressure, how you build trust, how you hold your ground when things get complex.
After sixteen years inside global organisations and five years on an HR Executive Committee, I've seen the same pattern: the most sustainable shifts in performance never start with processes.
They begin with leaders who make the quality of their relationships a priority.
That is the work I do today.
aurelie uricher
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Two decades shaping leaders worldwide
Years -
Global corporate leadership
Countries -
International experience
Brands -
HR Executive leadership
Seniors leaders -
Leadership development programme
Leadership turnover reduction
Trust Index improvement
Executive Coach & Advisor
One expertise
Two ways to work together
Executive Coaching
One-to-one work with CEOs and senior leaders who want to lead with more clarity, stronger presence and deeper impact without burning out.
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Executive Advisory
I partner with leadership teams to diagnose what builds or breaks trust, reduce top-talent turnover and design people strategies with measurable results.
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What our clients say
Jeremy
Chief Technology Officer
Thanks to Aurélie, I was able to improve myself, and I didn't expect a result of such magnitude.
From our very first exchanges, she managed to put me at ease, with a level of listening and kindness that allowed me to open up without holding back. Little by little, she helped me move forward, at my own pace, without ever forcing things.
Today, I come out of it stronger, having crossed personal milestones I never imagined I could cross on my own. I recommend Aurélie without hesitation to anyone looking to truly move forward.
Maya Schuiten
Biologiste
Curiosity pushed me to embark on a coaching process with Aurélie. Turns out curiosity is a great quality! I discovered a wonderful person who is deeply invested in her role as a coach. She helped me better understand how I function, identify my resources, and uncover my weaknesses, all with such kindness and trust that I couldn't help but be carried along by her guidance. With subtlety and delicacy, Aurélie brought to light the strengths that allow me to move forward. She generously shares her tools and resources to continue the support between sessions.
Aurélie is a sun that lights the way and a wind at your back.
I am very grateful for everything she has given me!
ABOUT ME
Sixteen years inside
Now alongside
Before becoming an Executive Coach, I spent over sixteen years inside one of the world's leading premium brands shaping leadership, culture across thirty-five countries. For five of those years, I sat on the HR Executive Committee.
That experience taught me something no certification alone can give: an understanding of what leaders actually face the politics, the pressure, the loneliness of the role.
Today, I work with senior leaders who want more than performance metrics. They want leadership that creates trust, clarity and lasting impact starting with themselves.
Frequently Asked Questions
Key questions to help you decide if this path is right for you
What is integral development coaching?
Integral development coaching is an approach that supports the whole person across every dimension of their development, not just the achievement of a one-off goal.
- It considers the human being in their entirety: mental, emotional, relational, physical and spiritual.
- Its aim is not simply to solve a problem, but to foster lasting transformation.
- It is as concerned with outer results as with the inner mechanisms that produce them.
- The coach helps the person develop a broader awareness of themselves.
- Beliefs, emotions and habits are explored to understand what is limiting change.
- The approach also integrates the dimension of meaning and personal values.
- Development is seen as an evolving process, with different levels of maturity and awareness.
- Coaching alternates between stepping back, reflection and concrete action.
- The aim is to increase the person's capacity to deal with complex situations.
In short, this type of coaching seeks to help the person grow in their being as much as in their doing, so they can act in a way that is more aligned, conscious and effective.
How does integral development coaching differ from therapy?
This is a fair question, as the two approaches can sometimes seem similar.
- Therapy most often starts from a source of suffering or a wound to be understood and eased, exploring the past to untangle its effects on the present.
- Integral coaching starts from a present-day issue or a future aspiration, drawing on awareness of one's patterns of functioning as a lever in service of concrete movement forward.
- Coaching is structured, time-limited, and geared towards an observable transformation around a specific theme.
- It does not replace therapeutic support where that is needed; indeed, the two can be complementary.
In short: therapy heals, coaching sets in motion.
Is integral development coaching right for me?
This kind of support is likely a good fit for you if:
- You feel that a specific issue (professional, relational, existential) keeps recurring in your life, and you haven't been able to move past it lastingly on your own.
- You already have results and success that are visible from the outside, but an inner sense of disconnect, fatigue or loss of meaning.
- You're ready to engage actively: coaching requires practice between sessions, not just conversation.
- You want to understand what needs to change so you no longer feel stuck despite your efforts.
- You're looking for a demanding space, with both support AND challenge, rather than purely gentle listening.
This coaching is probably not the best answer if you're going through an acute crisis requiring therapeutic support as a priority; in that case, the two forms of support can be considered alongside one another, depending on your situation.
What concrete results can I expect from an engagement?
The aim of a programme is to achieve visible, concrete and observable changes in your life, related to the theme chosen at the outset. In practice, this can look like:
- A different way of holding yourself in situations that used to trip you up (public speaking, conflict, decision-making).
- A clear break from a repetitive pattern (a reaction, a hesitation, an avoidance) that had been limiting your progress for a long time.
- New clarity on a decision that had been left hanging (career direction, repositioning, life choices).
- A greater capacity to act amid complexity, without waiting to have every certainty.
- A closer alignment between your values, your everyday choices and your energy.
These results aren't theoretical: they build session by session, through practice, and show up in your everyday life; at work, in your relationships, in the way you inhabit situations. You'll find accounts from people I've worked with in the testimonials section.
How long do coaching programmes last, and how are they structured?
Duration and pace 10 sessions of 60 minutes, spread over 6 to 9 months. This extended format is deliberate: deep, lasting change takes time.
Why roughly 3 weeks between each session? Insight alone is not enough to bring about lasting transformation. It's the concrete practice between sessions that embeds the change. This interval also allows you to return to the next session with clarity on what remains difficult after putting things into practice.
Why 10 sessions? The power of coaching lies in the promise of visible, concrete and observable results in your life, related to the theme you want to work on, and this unfolds over the course of a full programme, not one or two isolated sessions.
Practice-focused Exercises and resources are offered between sessions to maximise your progress.
The 3 phases of the programme
- The first meeting (90 minutes) What matters to you? What are your dreams, your values? What's difficult right now? What issue would you like to work on? Aim: to gain a finer, more nuanced and more accurate picture of who you are, in relation to the issue that has brought you here.
- The second meeting Three elements, prepared in advance, are shared with you:
- A development focus: a reframing of your issue, sometimes broader and more encompassing than what you might have identified on your own.
- Two images: one representing what I perceive in you in relation to your issue, and one representing where we might aim to be by the end of the programme.
- A paradox: what is beautiful in you and has supported you up to now, and which may also, today, be holding you back in the face of your current issue.
- Sessions 3 to 10 The heart of the journey: these sessions help you move from the current picture towards the picture we've set as a shared goal.
What happens during coaching sessions?
Sessions last between 60 and 90 minutes, depending on the theme being explored and the energy available as the session unfolds (some topics being more demanding than others).
The theme of our conversations is you: you are therefore the true expert in what's at play. My role isn't to tell you what to do, but to help you see things more clearly through questions, reflections, reframing, support and challenge; helping you put into words what will help you move forward on your theme.
The intention behind each session: to close with a concrete step forward. This means giving you the means to act, experiment, practise and explore, so as to cultivate the change you want to develop. At the end of each session, you leave with:
- resources to explore (podcasts, books, articles, talks);
- practices to apply (exercises, journalling, conversations to have, time in nature...).
What happens when I first get in touch?
An initial conversation, usually 20 to 30 minutes, allows us to:
- clarify the issue you'd like to work on;
- check whether integral development coaching is the right answer for you at this point in your life;
- answer your questions about how it works, the pace and the commitment involved;
- decide together, with no pressure, whether we begin a programme.
CONTACT
Every meaningful transformation starts with a conversation
If this resonates with you, I'd be delighted to hear from you.
