You’ve built your leadership in demanding contexts.
You know that cross-cultural, cross-generational, atypical, or remote settings resist standard approaches.
This program sharpens how you sense those settings — and how you act on what you find.
No commitment. 30 minutes . video call
Download the Short Guide: The Inclusive Leadership Compass
The meeting moves fast. The conversation flows. A decision takes shape.
The same people frame the assumptions, set the priorities, and define what is reasonable.
Other perspectives exist. They arrive too late or not at all.
The meeting feels under control.
Then your body picks up on something: shorter breath, rising impatience, the urge to wrap up.
While you hold the line, one group takes over, another pulls back. The team goes along — but it’s already checking out.
You did what was needed: listened, invited people in, made space to speak.
And yet the feedback stings: something about how you ran the conversation didn’t land as inclusive.
You’re not sure where it happened — in a silence, an unspoken concern, or a decision that felt closed before it was.
Capacities
Most leadership presence programs focus on impact, authority, and credibility. That’s useful.
This program goes further: sensing what’s really happening as pressure rises and as differences in the room make the situation harder to read.
Then, choosing the intervention that actually serves it.
Over 8 weeks, you build two capacities:
Sense
What’s happening in you and around you as pressure builds: physical signals, narrowed attention, power dynamics, withdrawal, what’s left unsaid.
Choose
The stance that serves the situation and lets the conversation move past where it started.
Density and realism
1 daily prompt and 1 coaching session every two weeks for 8 weeks — 1 follow-up session at week 12.
Clarify your situation, what’s at stake, and the conversations that matter.
You leave with a shared diagnosis and a clear focus.
Notice what’s happening in you and around you, before pressure decides for you.
Read what dominates, what’s implicit, what your presence amplifies or limits.
Choose the stance that moves the conversation past where it started, without losing its complexity.
Shape your personal protocol from your real-world situations.
Track what’s changed in your real conversations, and adjust your protocol.
Personalization
One personalized prompt, every day, for 8 weeks — 5 to 30 minutes, at your own pace.
They feed your sessions and become the raw material for your personal protocol.
Sample prompts :
Before a meeting you’re already dreading: what are you feeling, and what won’t you let take the wheel today?
In a meeting where one voice — or one group — took over: what did that make harder for others to say?
After a conversation in which you held back, what did you want to say, and what stopped you?
A short guide you build as the program unfolds — your early warning signs, the moves you’ve tested, your go-to reference points for situations that keep recurring.
Not one more document: the one you check before walking into the conversation that matters.
To track what’s changed where it matters, and sharpen your protocol accordingly.
Three leaders. Three situations. The same thread: sensing more precisely, intervening with more precision.
Meetings run back-to-back, and urgency sets the pace. She holds it together — but catches herself controlling, cutting people off, avoiding disagreement, and ultimately losing out on what a diverse team could offer.
She learned to recognize her early signals before tipping over. She now makes room for input that matters without dragging out meetings.
His team has grown more diverse; the cultural cues he once relied on no longer apply. What worked before doesn’t land the same way — and he’s starting to doubt himself.
He named the change in his context, not in his ability. His presence became an asset again, especially in the conversations he had avoided.
Video calls pile up, her energy is fading, she knows it — but she keeps going, smile on, camera on. She no longer notices her remote team fading, too, one person at a time.
She named her own fatigue before asking her team how they were really doing. Video calls became, again, a place where people could say things weren’t fine.
Catherine Macquart-Martin
Inclusive leadership coach, ACC-certified by the International Coaching Federation. 25 years of international experience — diplomacy, education, leadership, and entrepreneurship.
That journey taught me to read beneath the surface: cultural codes, power dynamics, and what’s said and what isn’t.
My approach combines analytical rigor with attention to the body. Our sessions don’t hand you an external method to apply — they surface what you already sense but haven’t yet named and ground it in your reality.
Coaching in English and French · Online · International clients
Investment
1800,- €
A quote can be provided upon request for coverage through your organization's training or development budget.
Limited to 5 places per quarter.
Neither, exactly. It’s a structured program — daily prompts, coaching sessions, a personal protocol you build, a follow-up session — without generic content or set modules to follow. Each part starts from what you’re actually living, and works with what’s resisting in your conversations.
Standard leadership coaching often starts from broad goals: confidence, influence, or communication.
This program starts with a real situation where your inclusive leadership is tested: a tense conversation, a fragile decision, a silence in the room, or a power dynamic that shapes what can be said in a diverse context.
It doesn’t repeat your leadership work: it deepens one specific area — reading complex situations under pressure. You can run it alongside another coaching engagement.
Yes. Senior independents and entrepreneurs often face the same relational complexity as leaders within organizations — with fewer safety nets and greater direct exposure. The program adapts to your specific context.
Yes. A quote and a program description can be provided on request for coverage through your organization’s training or development budget.
The program adapts. The intake session sets the initial frame, but each session starts from where you actually are.
