Executive Coaching and Leadership Coaching Singapore
Executive & Leadership Coaching
Senior leaders today operate in environments defined by complexity, rapid change and rising expectations. Strategic decisions must be made faster, teams are more diverse and distributed, and the pressure to deliver results while caring for people has never been greater.
Executive leadership coaching helps leaders step back from the noise, sharpen their thinking and lead with clarity.
At The Resilience Institute , our executive and leadership coaching programmes help senior leaders strengthen resilience, emotional intelligence and decision-making so they can lead high-performing teams and organisations.
Leadership Coaching · Leader, 1:1 · Singapore & APAC
Executive Coaching and Leadership Coaching in Singapore, Shaped by Your Own Data
A confidential space to think clearly, with a coach who has sat in the leadership seat.
We offer executive coaching and leadership coaching for senior leaders in Singapore and across Asia Pacific. Each engagement starts with your own 50-factor Resilience Assessment, so sessions focus on what will make the biggest difference to how you lead, decide and recover under pressure. Coaching runs over six to twelve months, in person or virtually, and progress is measured at the end.
Coaching at a glance
Programmes anchored in 22 years of research and a validated assessment.
For
C-suite, directors, senior managers and high-potential leaders
Length
6 to 12 months, with a 6-month minimum
Rhythm
60-minute sessions every two weeks, in person or virtual
Measured
Resilience Assessment at the start and the end
Confidential
What you discuss stays between you and your coach
When leaders come to us
Coaching helps most at the turning points
Most of the leaders we coach are already doing well. They come to us when the job changes faster than they can step back and think about it.
“I’ve stepped into a much bigger role, and the old way of working won’t scale.”
Transition Coaching
New role, new scope
“I’m leading my team through a restructure while my own role is changing.”
Executive Coaching
Leading through change
“We have high-potential leaders we want ready for the next level.”
Executive Coaching
Succession and high-potentials
“The pressure isn’t letting up, and I can feel it in my decisions.”
Executive Coaching
Sustained performance
Why coaching works
What the research shows, and what we add
Coaching is one of the better-studied forms of leadership development. Two large reviews of the evidence point the same way.
Three things that make our coaching different
01
It starts with your data
The Resilience Assessment maps 50 factors across Bounce, Well-being and Performance Mindset. You see which teams carry the most risk and design training around real gaps.
02
Grounded in resilience science
Coaching draws on 22 years of Resilience Institute research into how leaders stay clear and effective under pressure, with practical tools you can use the same week.
03
A coach who has led
Our coaching is led by people who have held senior roles in large organisations. They understand the politics, the trade-offs and the pace, because they’ve worked inside them.
How coaching works
A clear process, built around you
Every engagement follows the same four stages. What happens inside each one is shaped by you and your goals.
1
Meet
A chemistry conversation
- 30 minutes, no obligation
- Talk through what you want to change
- Decide together if it’s the right fit
2
Assess
Weeks 1 to 2
- Your Resilience Assessment and debrief
- Goals agreed with you and your sponsor
- Optional stakeholder input
3
Coach
6 to 12 months
- 60-minute sessions every two weeks
- Real challenges, worked through live
- Practice between sessions
4
REVIEW
At the end
- Follow-up Resilience Assessment
- Progress against your goals
- A plan to keep it going
Confidential by design. Your sponsor sees the goals you agree together and an overall view of progress. What you talk about in sessions stays between you and your coach.
What we work on
Four areas that shape how a leader performs
Your assessment shows which of these matter most for you right now. Most leaders focus on two.
1
Mental clarity
Sharper focus, better decisions under pressure and room for strategic thinking, even when the diary is full.
2
Emotional intelligence
Self-awareness, empathy and communication that land well with boards, peers and teams, especially in hard conversations.
3
Energy management
Habits for sleep, recovery and workload that let you sustain performance, rather than borrow from next quarter.
4
Leadership resilience
Staying steady through uncertainty, setbacks and change, so your team takes its cue from your calm, not your stress.
The most responsible way to push performance.
Coaching formats
One-to-one, transition or whole team
1:1 · Executive Coaching
For senior leaders under real pressure.
6 to 12 months · every two weeks
A personal coaching engagement for C-suite leaders, directors and senior managers, anchored in your own Resilience Assessment.
1:1 · Transition Coaching
For leaders stepping into more.
New role · new scope · new team
Focused support for leaders moving into a bigger role, a new market or a new organisation, when early decisions and relationships matter most.
For top teams that need to work as one
Leadership Coaching
Thriving Together · about 6 months
Coaching for the whole leadership team, starting with confidential interviews and a team assessment, then a facilitated 2-day offsite and follow-up coaching.
Meet your coach
Manish Arneja
Executive coach, team coach and Managing Partner, Southeast Asia, at the Resilience Institute.
Manish coaches senior leaders who carry a lot and can’t afford to drop any of it. Before joining the Resilience Institute he spent 16 years in HR and organisational development inside large businesses, most recently as Regional General Manager, Organisational Development for Asia, the Middle East and Africa at Fonterra. He knows restructures, board conversations and difficult people decisions from the inside, because he has been part of them.
Clients describe a coach who listens closely and prepares carefully. He spends time with leaders one to one before anything else, uses each leader’s assessment to focus the work, and brings practical tools rather than theory. One Nestlé Singapore leader put it simply: he uses his corporate experience “to understand, not to teach.”
- Diageo · EY · SABMiller · BAT Professional and leadership roles in HR and organisational development
- Fonterra Regional General Manager, Organisational Development, Asia, Middle East & Africa
- The Resilience Institute Managing Partner, Southeast Asia. Executive coach, team coach and keynote speaker
When employees seem to be feeling exhausted, disengaged and hopeless, leaders not only need to recognise the symptoms but need to lean in to support them.Manish Arneja in HRM Asia, October 2023
The coaching team
A team of senior coaches across the region
Manish leads a team of experienced consultants and coaches based in Singapore, Malaysia, the Philippines and across Southeast Asia. Between them they bring ICF-credentialed and master-level coaching, executive and transition coaching for CxO and senior leaders, organisational and talent development, sales leadership, diversity and inclusion, emotional agility and research in workplace well-being. Many have led or advised in large organisations for twenty years or more. Every coach works with the same Resilience Assessment and method, so leaders get a consistent standard wherever they are, and we match each leader with the coach whose background and style fit best.
What leaders say
In their own words
From leaders and teams Manish has coached and worked with across Asia and the Middle East.
“Manish was able to drive home the message that change begins with self. A resilient organization
requires resilient people.”
Mohit Kumar, Joint President HR, Hindalco Industries
“Manish has decades of corporate experience which he uses to understand, not to teach.”
Leadership team member, Nestle Singapore 2025
Nestlé Singapore, 2025
“Manish is a very engaging facilitator, he kept us interested and engaged the whole day. I loved how he made the content relatable to our day-to-day life.”
Leadership team member, Nestle Singapore 2025
Nestlé Singapore, 2025
“One of the most powerful reminders he consistently shared was that we connect as human to human, not role to role. This simple yet profound perspective shifted the way I approach relationships.”
Senior leader, Sanofi
Sanofi
“He allowed people to open up and reflect well. His tone and style were spot on, engaging, thoughtful, and encouraging real action.”
Sales team member, Nestle Singapore 2025
Nestlé Singapore, 2025
“Manish is a very engaging facilitator, he kept us interested and engaged the whole day.”
Leadership team member, L’Oreal SAPMENA Operations 2025
L’Oréal SAPMENA Operations, 2025
“Manish has decades of corporate experience which he uses to understand, not to teach.”
STAR programme participant, DBS Bank 2024
DBS Bank, 2024
Pairs well with
Coaching works best when the
team grows too
A keynote starts the conversation. These are the programmes clients most often move to afterwards.
High Performance Leadership
Inside-Out Leadership, Fostering Team Resilience and Presence & Influence for leadership cohorts.
Explore Leadership Programmes→Interpersonal Resilience
Thriving Together team coaching and workshops on psychological safety and trust.
Explore Team Programmes →Coach Certification
Build your own internal coaches, with the Resilience Assessment as their starting point.
Explore Coach Certification →FAQ
Executive coaching, answered
An executive coach works one to one with a senior leader to help them think clearly, make better decisions and lead well under pressure. At the Resilience Institute, coaching starts with the leader’s own 50-factor Resilience Assessment, so sessions focus on what will make the most difference, and progress is measured at the end.
C-suite leaders, directors, senior managers and high-potential leaders preparing for bigger roles. Leaders usually come to us when they step into a larger role, lead their organisation through change, or feel sustained pressure starting to affect their decisions.
Most engagements run for six to twelve months, with 60-minute sessions every two weeks, in person or virtually. We recommend a minimum of six months, because lasting change in how a leader works takes time to practise and embed.
Every engagement begins with a 30-minute chemistry conversation. The leader talks through what they want to change, and both sides decide whether it’s the right fit before anything is agreed.
Yes. The leader, their sponsor and the coach agree the coaching goals together at the start, and the sponsor sees an overall view of progress against them. What the leader discusses in sessions stays between the leader and the coach.
The leader completes the Resilience Assessment at the start and again at the end, so both can see what has changed across 50 factors such as focus, recovery and emotional regulation. Progress is also reviewed against the goals agreed at the start, and stakeholder input can be added if useful.
Yes. We coach in person in Singapore and across Southeast Asia, and virtually for leaders anywhere in Asia Pacific and beyond. Many leaders combine both, meeting in person at key points and virtually in between.
Leadership training builds shared skills across a group. Executive coaching is personal: it works on one leader’s own challenges, in their own context, at their own pace. Many organisations combine the two, using programmes such as High Performance Leadership for cohorts and coaching for the leaders who need focused support.
Start with a conversation.
A 30-minute chemistry conversation is the easiest way to see if coaching is right for you or a leader in your organisation. No preparation needed, and no obligation.
Enterprise or multi-country coaching: t[email protected]
Executive coaching across Southeast Asia & APAC
In person in Singapore and across the region, or virtually wherever you are.