Executive coaching for senior leaders through the moments that make or break them.
Stepping up, getting ready for the top job, leading their teams well, and leading through change. For country directors, regional directors and heads of function in INGOs and development organisations.
What got them here won't get them there.
Country directors, regional directors and heads of function carry most of what an INGO delivers. When they step into a bigger role, prepare for the top job, struggle to bring their team with them, or carry their people through funding cuts, the stakes are high for them and for the mission.
I help organisations make those moments a turning point, not a loss.
Four moments. Four ways in.
Each engagement shares the same proven structure. What changes is the focus, the assessments, and how we measure success.
Step Up
New country directors, regional leads and heads of function in their first year.
Ready Next
Including national staff being prepared for leadership as roles localise.
Results With People
The take-charge leader whose team has gone quiet, and the expert promoted into management.
Lead Through It
Funding cuts, restructures, office closures and crisis settings.
A coach who has sat in your chair.
Diana Gombe, founder of Rieko · Read Diana's story →
I know the INGO world from the inside
Nearly three decades of senior HR leadership, with responsibility across 52 countries, at WWF, Conservation International, IUCN, IRC, World Vision, IFRC, ActionAid and ACBF.
I hold both sides
I respect a leader's drive while taking their team's experience seriously, and keep the organisation's stakes in view.
I measure what changes
Every engagement starts with agreed outcomes and ends with a summary your HR team can use.
I use proven tools
Licensed across Hogan, The Leadership Circle, Saville Wave, Insights Discovery and Thomas International.
Boutique by design
Every leader works directly with me. No junior coaches, no templates.
Clear, structured and confidential.
Programmes run for about three or six months. Organisation-sponsored programmes start from USD 2,750. See how it works for organisations →
What clients say.
Diana kept me on my toes as she shared proven personal and leadership development strategies. I got clarity of mind and charted an unwavering way forward. I would recommend Diana any day as your career and life coach.Sharon K.Chief of Staff, Kenya
Working with Diana is a sure way to catapult your career. She doesn't give off-the-shelf solutions but works with you to work through the problems.Robert B.Group Finance Manager, Banking, Canada
With Diana, you get an exceptional coach who guides you on your well-deserved journey of self-discovery.Dorcas N.Business Owner, Kenya
Is one of these moments live in your organisation?
Let's talk it through. A 30-minute conversation, no obligation. If it's a fit, I'll send a short proposal within a week.
Looking for coaching for yourself? See coaching for individuals →
Step Up
For leaders moving into a bigger role
- 12 sessions over about 6 months
- Assessments included
- Confidential, with agreed outcomes
- From USD 2,750
You've made a significant appointment. The first year will decide whether it was the right one. Most leaders who struggle in a new role don't lack ability. They carry over habits that served them at the last level, misread the new context, or try to prove themselves alone.
The leader in this moment
New country directors, regional directors and heads of function in their first twelve months. That includes programme leads stepping into country leadership, external hires, international staff new to an African context, and national staff moving into regional and global roles.
- The leader stops doing the old job and starts leading the new one
- Key relationships with the board, partners, donors and the country team are built deliberately and early
- A clear first-year agenda the organisation can see and support
- The new context is read well, not learned the hard way
Structured, measured and confidential
The engagement
We agree outcomes with you and the leader, then assess, then coach fortnightly over about six months, with three-way meetings at the start and close and a progress summary for you.
Assessments
Hogan Leadership Forecast, with a focus on values and behaviour under pressure, and Insights Discovery for the leader and team. Stakeholder interviews at 90 days. About the assessments →
How we'll know it worked
Stakeholder confidence at 90 and 180 days, first-year objectives met, team engagement under the new leader, and the leader still in post and thriving beyond year one.
Confidentiality
What's said in sessions stays between the leader and me. You see agreed goals, progress and results.
From USD 2,750
The recommended programme for this moment runs for about six months. Assessments, debriefs and three-way meetings are included. After our first conversation you'll receive a proposal with the agreed outcomes and the full investment.
Appointed someone important recently?
Let's talk about what's happening. A 30-minute conversation, no obligation.
Looking for coaching for yourself? See coaching for individuals →
Ready Next
For succession candidates and leaders not yet seen as executive
- 12 sessions over about 6 months
- Assessments included
- Confidential, with agreed outcomes
- From USD 2,750
You know who your next leaders should be. The question is whether they'll be ready when the seat opens, and whether others will see them as ready. Capability is rarely the gap. Presence, strategic voice and visibility usually are.
The leader in this moment
High-potential national and international staff identified for country director or senior regional roles. That includes national leaders being prepared as roles localise, and strong performers whose delivery is excellent but who aren't yet seen as executive material. Especially relevant for women and quieter leaders, whose readiness is often under-recognised.
- The leader speaks and thinks at the level of the role they're preparing for
- Senior stakeholders see their readiness, not just their results
- A visible track of stretch experiences
- A stronger internal bench, and less reliance on external hiring
Structured, measured and confidential
The engagement
We agree outcomes with you and the leader, then assess, then coach fortnightly over about six months, with three-way meetings at the start and close and a progress summary for you.
Assessments
Hogan High Potential and Leadership Forecast, plus either Saville Wave (fit with the target role) or The Leadership Circle 360 (how senior colleagues see them). Leaders can start with the free Executive Visibility Scorecard. About the assessments →
How we'll know it worked
Readiness rating in your next talent review, movement on strategic and presence dimensions, stretch assignments secured, and the leader retained or appointed.
Confidentiality
What's said in sessions stays between the leader and me. You see agreed goals, progress and results.
From USD 2,750
The recommended programme for this moment runs for about six months. Assessments, debriefs and three-way meetings are included. After our first conversation you'll receive a proposal with the agreed outcomes and the full investment.
Building your bench of future country directors?
Let's talk about what's happening. A 30-minute conversation, no obligation.
Looking for coaching for yourself? See coaching for individuals →
Results With People
For brilliant leaders whose way of working is costing their team
- 12 sessions over about 6 months
- Assessments included
- Confidential, with agreed outcomes
- From USD 2,750
You have a brilliant leader. They carry a mission-critical grant, programme or operation, and they deliver. But their team has gone quiet: engagement is slipping, absenteeism is rising, and the frustration is starting to spread. Losing them would hurt. Keeping things as they are is hurting already.
The leader in this moment
The forceful, take-charge leader whose team has gone quiet, and the technical expert promoted into management who still does the work instead of leading others to do it.
- The leader consults, delegates and gives feedback in ways that build trust, without losing their edge
- Quieter team members feel heard and contribute more
- Measurable improvement in attendance, engagement and retention
Structured, measured and confidential
The engagement
We agree outcomes with you and the leader, then assess, then coach fortnightly over about six months, with three-way meetings at the start and close and a progress summary for you.
Assessments
Hogan, with a focus on derailers under pressure, and The Leadership Circle 360, plus confidential stakeholder interviews. An optional team session uses Insights Discovery. About the assessments →
How we'll know it worked
Team absenteeism and turnover against baseline, engagement or pulse scores, 360 movement on relating and collaboration, and fewer complaints.
Confidentiality
What's said in sessions stays between the leader and me. You see agreed goals, progress and results.
From USD 2,750
The recommended programme for this moment runs for about six months. Assessments, debriefs and three-way meetings are included. After our first conversation you'll receive a proposal with the agreed outcomes and the full investment.
A leader you can't afford to lose, and a team you can't afford to lose either?
Let's talk about what's happening. A 30-minute conversation, no obligation.
Looking for coaching for yourself? See coaching for individuals →
Lead Through It
For leaders carrying their teams through change and pressure
- 12 sessions over about 6 months
- Assessments included
- Confidential, with agreed outcomes
- From USD 2,750
Your organisation is changing, and your leaders are carrying the weight of it: difficult decisions, anxious teams, and their own uncertainty, often all at once. How they lead through the next six months will decide who stays, what's delivered, and whether trust survives.
The leader in this moment
Senior leaders steering funding cuts, restructures, office closures, mergers or new strategies, and leaders in fragile, conflict and humanitarian settings where the pressure doesn't let up.
- Teams understand what's happening and why, and trust their leader through it
- Hard decisions are made and communicated well
- Key people stay
- The leader comes through it intact, not depleted
Structured, measured and confidential
The engagement
We agree outcomes with you and the leader, then assess, then coach fortnightly over about six months, with three-way meetings at the start and close and a progress summary for you.
Assessments
Hogan (behaviour under pressure) and the Thomas International TEIQue (emotional intelligence and stress management), with a short team pulse instead of a lengthy 360. Engagements can start within two weeks. About the assessments →
How we'll know it worked
Key talent retained through the change, team trust and clarity scores, change milestones delivered, and the leader's own energy and workload.
Confidentiality
What's said in sessions stays between the leader and me. You see agreed goals, progress and results.
From USD 2,750
The recommended programme for this moment runs for about six months. Assessments, debriefs and three-way meetings are included. After our first conversation you'll receive a proposal with the agreed outcomes and the full investment.
Leading through cuts or change right now?
Let's talk about what's happening. A 30-minute conversation, no obligation.
Looking for coaching for yourself? See coaching for individuals →
For HR directors and leaders who sponsor coaching
A clear process, measurable outcomes, and a coach who understands your organisation from the inside.
You're investing in a leader the organisation depends on.
You need to know what you're buying, how you'll see progress, and that the leader's trust will be protected. Here's how I work.
We agree the challenge and the outcomes
We meet to define what's happening, what success looks like, and how we'll measure it. You share baseline data where it exists.
The leader chooses to take part
A chemistry call with the leader comes first. Coaching works when it's chosen, not imposed.
We sign a three-way agreement
It sets out goals, roles, confidentiality and fees for you, the leader and me.
Assessment
Validated tools matched to the situation, plus confidential stakeholder input, lead to a development plan with two or three focus areas.
Coaching
Fortnightly sessions focused on changes others can see, with practice and self-paced Rieko programmes between sessions.
Review and close
We meet as three at the start and at the close. You receive a progress summary on the measures we agreed, reviewed with the leader first.
Choose the entry point that fits the situation.
Step Up
New country directors, regional leads and heads of function in their first year.
Ready Next
Including national staff being prepared for leadership as roles localise.
Results With People
The take-charge leader whose team has gone quiet, and the expert promoted into management.
Lead Through It
Funding cuts, restructures, office closures and crisis settings.
What you'll see, and what stays private.
You will see
- Attendance and progress against the plan
- The focus areas the leader agrees to share
- Outcome measures: engagement, retention, 360 movement
Stays between the leader and me
- What is said in coaching sessions
- Personal reflections and concerns
- Detailed assessment results, unless the leader shares them
Coaching is separate from, and never used in, any disciplinary, investigation, promotion or selection process.
Was it worth it?
Every engagement measures change at four levels: the leader's experience, their insight, behaviour others can see, and organisational results such as attendance, turnover and talent-review ratings. We agree the measures at the start, so the closing summary answers the question your leadership will ask.
Cohorts and group terms
If you have several leaders in the same situation, such as a cohort of new country directors or a succession pool, I offer group terms with a shared peer-learning session.
Engagements from USD 2,750
Every engagement is shaped to the leader, the moment and what your organisation needs to see change. After our first conversation you'll receive a short proposal with the agreed outcomes, the assessments, the timeline and the full investment.
Programmes run for about three months (6 sessions) or six months (12 sessions, recommended for the four moments).
- Assessments with a personal debrief
- Opening and closing three-way meetings with the sponsor
- Self-paced Rieko programmes between sessions
- A progress summary on the measures we agree
Organisations are invoiced, with payment due within 14 days. Group terms are available for cohorts of leaders.
Let's talk about what's happening in your organisation
Let's talk it through. A 30-minute conversation, no obligation. If it's a fit, I'll send a short proposal within a week.
Looking for coaching for yourself? See coaching for individuals →
Stop playing small.
Coaching for professionals ready to rise to their full potential, at work, in business, in ministry or in life.
You know you're capable of more.
You don't need to be a CEO to deserve a thinking partner.
- You're ready for the next level, but something keeps blocking you. Often the gap isn't skill; it's how you show up as a leader.
- You've been given feedback, but you're not sure what to do with it. "Too direct", "too accommodating", "not visible enough" is hard to turn into lasting change.
- You're navigating a transition and the old playbook isn't working. A new role, a new sector, or a comeback after a setback or break.
For professionals changing direction.
Changing sectors, stepping up, recovering from a setback, or returning after a break.
Your strengths
A Saville Wave profile of your strengths and motivations, with a personal debrief.
Your positioning
Your career story made clear and compelling, and choices aligned with your values.
Your visibility
A plan for the relationships and visibility you need to make the move.
Individual rates
| Format | What's included | Individual rate |
|---|---|---|
| Core programme 6 sessions, about 3 months | Intake, one assessment with debrief (for example Saville Wave), 6 fortnightly sessions of 60 minutes, practice between sessions, and two self-paced Rieko programmes matched to your goal. | USD 1,650KES 214,500Pay KES 214,500 ↗ |
| Extended programme 12 sessions, about 6 months | Everything in Core, plus a second assessment at the midpoint and all five self-paced Rieko programmes. | USD 3,000KES 390,000Pay KES 390,000 ↗ |
| Single session 90 minutes | One focused session on a specific question, such as preparing for an interview, a negotiation or a big presentation. | USD 250KES 32,500Pay KES 32,500 ↗ |
Rates in US dollars, with Kenya shillings at KES 130 to USD 1, rounded. Sessions are virtual. Fees are payable in full before the first session. Rates valid until 30 June 2027. If your employer is paying, please see coaching for organisations.
Paying online: once we've agreed your programme on a discovery call, pay securely through Paystack by M-Pesa, card or Pesalink. Payments are in Kenya shillings; cards from outside Kenya are converted by your bank.
Two free ways to begin
Before you can lead others effectively, you need to know yourself. Start with a free self-assessment, then bring your results to a discovery call.
LeaderDNA
Rieko's own assessment, built on the Big Five personality model. You receive your leadership archetype, your growth gaps, and a suggested next step.
Executive Visibility Scorecard
How visible are you to the people who decide who rises? Eighteen questions across six dimensions show where your work is seen, where it isn't, and where to focus first.
- Free, with your results on screen straight away
- Optional 45-minute debrief with Diana: USD 120 (KES 15,500). Book a debrief ↗ Pay KES 15,500 ↗
- Pairs well with the Ready Next programme
Looking for a deeper assessment such as Hogan or Saville Wave? See all assessments and prices →
Ready to stop playing small?
What to expect
A focused 30-minute conversation about your current leadership challenge and goals.
What you'll leave with
Clarity on whether coaching is right for you now, and which programme fits best.
No pressure
This is a conversation, not a sales call. You decide if and when you're ready to go further.
Is your organisation sponsoring your development? See coaching for organisations →
I've spent thirty years in the room where leaders' futures are decided. Now I help them win there.
As an international HR director, I sat in the talent reviews, the succession debates and the difficult conversations. I saw who rose, who stalled and why. Today I bring that insider view to senior leaders in INGOs and development organisations, as their coach.
- 52
- countries with senior HR responsibility
- 3
- decades in senior HR and leadership
- 8
- international organisations
- 5
- assessment licences
- WWF
- Conservation International
- IUCN
- International Rescue Committee
- World Vision
- IFRC
- ActionAid International
- African Capacity Building Foundation
Four stories I've watched unfold again and again.
Each one can end in a loss for the leader and the mission, or in a turning point. The difference is usually what happens in the six months that follow.
A strong programme lead becomes country director, keeps doing the old job, and loses the room within a year.
How Step Up changes the ending → The overlooked successorA capable national leader delivers year after year, yet in the succession debate someone says, "not quite ready".
How Ready Next changes the ending → The brilliant but bruising leaderResults are excellent, but the team has gone quiet, absenteeism is climbing, and the complaints have started.
How Results With People changes the ending → The leader carrying the cutsFunding falls, the office restructures, and the person holding everyone together is quietly running on empty.
How Lead Through It changes the ending →Why leaders and HR directors trust me
"I know what gets said about a leader when they've left the room. I help them shape it."
For nearly thirty years I've worked as a senior HR and leadership professional, responsible directly and through my teams for HR across 52 countries. My work has taken me through WWF, Conservation International, IUCN, the International Rescue Committee, World Vision, the International Federation of Red Cross and Red Crescent Societies, ActionAid International and the African Capacity Building Foundation, as well as hospitality, health, finance and government.
I've seen leaders appointed, promoted, stretched, derailed and transformed. I've seen brilliant people lose their teams, quiet people overlooked for roles they were ready for, and good leaders worn down by change no one prepared them for. I've also seen what makes the difference.
My coaching is grounded in the realities of INGO life: country offices, donor pressure, matrix structures, national and international teams, and the constant pull between mission and resources. I bring a Pan-African perspective and a global practice, and I work with every client personally.
Three things you can count on.
I hold both sides
I respect a leader's drive and take their team's experience seriously, with the organisation's stakes always in view.
I measure what changes
We agree outcomes at the start and track them to the end, so you and your sponsor can see the difference.
I tell you the truth, kindly
Three decades in HR taught me what leaders rarely hear directly. I'll say it, with care, in a space that stays confidential.
Accredited, licensed and experienced.
- Accredited Coach, Academy of Executive Coaching (AoEC)
- ICF Professional Certified Coach (PCC) candidate
- Board Member, ICF Kenya Chapter
- SHRM Senior Certified Professional (SHRM-SCP)
- MBA, African Leadership University
- Certified DEIB Specialist
- Licensed: Hogan Assessments
- Licensed: The Leadership Circle
- Licensed: Saville Wave
- Licensed: Insights Discovery
- Licensed: Thomas International
- Senior HR responsibility across 52 countries
What clients say.
Diana kept me on my toes as she shared proven personal and leadership development strategies. I got clarity of mind and charted an unwavering way forward. I would recommend Diana any day as your career and life coach.Sharon K.Chief of Staff, Kenya
Working with Diana is a sure way to catapult your career. She doesn't give off-the-shelf solutions but works with you to work through the problems.Robert B.Group Finance Manager, Banking, Canada
With Diana, you get an exceptional coach who guides you on your well-deserved journey of self-discovery.Dorcas N.Business Owner, Kenya
Recognise one of these stories?
Whether it's your own next step or a leader you can't afford to lose, a 30-minute conversation is the best place to start. No obligation.
Or start free with the Executive Visibility Scorecard.
Which assessment suits your goal?
Every assessment comes with a personal debrief from Diana, a licensed practitioner. Start with what you want to understand, and the right tool follows.
What do you want to understand?
| Your goal | Best fit | What you'll learn |
|---|---|---|
| A quick, free first look at your leadership | LeaderDNA | Your leadership archetype and growth gaps across the Big Five traits, in about 10 minutes. |
| See how visible you are to those who decide who rises | Executive Visibility Scorecard (free) | Where your work is seen, where it isn't, and where to focus first. |
| Understand how you behave and adapt at work | Thomas PPA | Your behavioural style, and how you adjust it to the demands of your role. |
| Communicate better with your team | Insights Discovery | Your communication preferences, how you come across, and how to connect with different styles. |
| Plan your next career move | Saville Wave | Your work styles, motives and likely performance, and where they fit the role you want. |
| See what could derail you under pressure | Hogan Leadership Suite | Your everyday strengths, the risks that show up under stress, and the values that drive you. |
| Find out how colleagues experience your leadership | The Leadership Circle Profile | A 360 view comparing your creative leadership strengths with reactive habits, in your colleagues' own ratings. |
How assessments fit the four moments
Each engagement uses Hogan as its core and adds one lens that fits the question the sponsor is asking. One personality tool and at most one 360 keeps the insight sharp without overloading the leader.
| Entry point | Core | Second lens | Why |
|---|---|---|---|
| Step Up | Hogan Leadership Forecast | Insights Discovery for the team; stakeholder interviews at 90 days | The risks in a new role are cultural mismatch and old habits under new pressure. The leader is too new for a fair 360. |
| Ready Next | Hogan High Potential and Leadership Forecast | Saville Wave or The Leadership Circle 360 | Saville compares the leader with the target role; the 360 shows whether senior colleagues already see them as executive. |
| Results With People | Hogan, focused on derailers | The Leadership Circle 360 and stakeholder interviews | Hogan names the patterns behind the impact; the 360 shows that impact in colleagues' own words. |
| Lead Through It | Hogan, behaviour under pressure | Thomas TEIQue and a short team pulse | Speed matters in a crisis. TEIQue shows how the leader is coping; a pulse is faster than a full 360. |
Assessments with a personal debrief
| Assessment | Price, with debrief |
|---|---|
| LeaderDNA Short self-assessment | Free |
| Executive Visibility Scorecard self-assessment; optional 45-minute debrief | FreeDebrief USD 120 · KES 15,500Pay for debrief KES 15,500 ↗ |
| Thomas PPA with a 45-minute debrief | USD 120KES 15,500Pay KES 15,500 ↗ |
| Insights Discovery with a 60-minute debrief | USD 250KES 32,500Pay KES 32,500 ↗ |
| Saville Wave with a 60-minute debrief | USD 300KES 39,000Pay KES 39,000 ↗ |
| Hogan Leadership Suite with a 90-minute debrief | USD 550KES 71,500Pay KES 71,500 ↗ |
| The Leadership Circle Profile 360, with a 2-hour debrief | USD 650KES 84,500Pay KES 84,500 ↗ |
Prices are for individuals. Organisation pricing, including team assessments, is on request. An assessment's fee is credited in full if you start a coaching programme within 60 days. Assessments are already included in every coaching programme. KES at 130 to USD 1. Rates valid until 30 June 2027.
Paying online: once we've confirmed the right assessment for you, pay securely through Paystack by M-Pesa, card or Pesalink, in Kenya shillings.
A short conversation
We confirm the assessment fits your goal. Book a free 30-minute call, or email diana@rieko.ke.
Invoice and access
Once payment is received, you get a secure link to complete the assessment online.
Your debrief
When your report is ready, we meet for your personal debrief. Reports are always shared in a debrief, never sent on their own.
Not sure which one you need?
Book a free 30-minute conversation and we'll choose together, or start with the free LeaderDNA assessment.
Frequently asked questions
How coaching works, what stays confidential, and the terms behind every engagement.
How are sessions delivered?
Sessions are held by video call, so I work with leaders across Africa and beyond. Coaching sessions last 60 minutes; a single focused session lasts 90 minutes.
How often do we meet?
Fortnightly by default, with at least a week and no more than four weeks between sessions. That rhythm leaves time to practise between sessions, which is where change happens.
Why six sessions at minimum?
Lasting change in how a leader works takes repetition and feedback over time. Six sessions is the floor for that. Single sessions are for one bounded question, such as preparing for a board presentation.
Do you only coach in INGOs?
INGO and development leaders are my focus for organisation-sponsored coaching. I also coach individuals from every sector who are ready to stop playing small.
What does my sponsor see?
Your sponsor sees the agreed goals, attendance, a short progress summary and the outcome measures we agree at the start. What you say in sessions stays between us.
Is coaching linked to HR processes?
No. Coaching is separate from, and never used in, any disciplinary, investigation, promotion or selection process.
Who owns my assessment results?
You do. Detailed results are shared with your organisation only if you choose to share them. Notes and results are stored securely in line with the Kenya Data Protection Act, 2019.
How do I pay?
Individuals pay in full before the first session, online through Paystack by M-Pesa, card or Pesalink, in Kenya shillings. Organisations are invoiced, with payment due within 14 days. Rates are in US dollars, with Kenya shillings at KES 130 to USD 1, and exclude any applicable taxes.
Can I get a refund?
Fees are non-refundable once paid. That's why every engagement starts with a free 30-minute conversation: I would rather you make the right decision once than the wrong one twice.
What if I need to reschedule?
Sessions can be moved with at least 48 hours' notice. A session cancelled with less notice counts as used.
How long do I have to use my programme?
The Core programme is used within 4 months of the first session, and the Extended programme within 8 months.
How long are these rates valid?
Until 30 June 2027.
Still have a question?
Ask it in a free 30-minute conversation, or email diana@rieko.ke.
Looking for coaching for yourself? See coaching for individuals →
Are you seen the way you deserve to be?
You can be the most capable person in the room and still be overlooked, because at senior levels competence is the floor, not the differentiator. This scorecard shows how visible you are to the people who decide who rises.
- 18 questions
- About 3 minutes
- Free, no sign-up
- Results on screen
Powered by The Rieko Visibility Index™, a synthesis of research on executive presence, sponsorship and advancement.
Most career advice tells you to work harder. But how you are perceived plays a large part in who gets promoted, and perception is the one thing high performers can least see in themselves.
This scorecard measures your visibility across the six dimensions that decide whether decision-makers can picture you in the bigger role:
Your visibility, dimension by dimension
Where you're being seen, and where you're not.
Scorecard debrief with Diana: 45 minutes, USD 120 (KES 15,500). Together we go through your results and agree your first three moves. To book, choose a time, then use the payment button to confirm it. The fee is credited in full if you start coaching within 60 days.
Send your results to Diana
Your scores go straight to Diana, ready for your debrief or a discovery call.
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Keep going, free
The scorecard shows how visible you are. LeaderDNA shows the leader behind it: your archetype and the traits to grow. Together they make a strong starting point for coaching.
Assessing a leader on your team? See Ready Next for organisations →
How your score is calculated
The Rieko Visibility Index™ brings together widely cited thinking on executive advancement in six weighted dimensions. It is a structured reflection tool that shows where to focus. It is not a psychometric or clinical instrument.
Gravitas & Presence and Strategic Communication draw on Sylvia Ann Hewlett and the Center for Talent Innovation's research on executive presence, in which gravitas is the dominant component and communication the main amplifier.
Sponsorship & Advocacy reflects Hewlett's work on the "sponsor effect": active advocacy from senior leaders, not mentorship alone, is what most reliably moves people into bigger roles.
Strategic Networks builds on Herminia Ibarra's distinction between the operational, personal and strategic networks that separate leaders from managers.
Strategic Positioning & Potential reflects the performance-versus-potential lens used in succession planning, learning-agility research and managing up.
Thought Leadership & External Profile reflects personal-branding work (Dorie Clark, William Arruda) and the reality that decision-makers and search firms now weigh your external presence alongside your CV.
Each dimension is weighted by its impact on who gets promoted. Your overall score is the weighted average of all six, where "strongly disagree" counts as no visibility and "strongly agree" as full visibility.
The Executive Visibility Scorecard is a reflective self-assessment intended to prompt insight and focus. It is not a psychometric, diagnostic or clinical instrument, and results are a starting point for conversation, not a definitive measure. Your answers stay in your browser unless you choose to send your results to Diana.
Ready to be seen for what you deliver?
A free 30-minute discovery call is the best place to start. We'll look at what's holding your visibility back and whether coaching is right for you now.
Investing in a leader on your team? See coaching for organisations →