Step into a new role.
Move from expert to leader, or from leading a team to leading other leaders. Clarify what is expected and how to help others take ownership.
COACHING AND MENTORING
Executive coaching
Clear decisions. More influence. Space to lead.
Executive coaching and mentoring with Uroš Kozina. Work through a real challenge, strengthen your leadership and decide what to do next.
Let's discuss your challenge
YOUR MOMENT TO DEVELOP
As responsibility grows,
so should your influence.
For leaders who want to make better decisions, develop their people and spend more time on what matters. We start with your role and the situations you face at work.
Help your team grow.
Delegate with confidence, develop people and handle difficult conversations. Build trust without taking responsibility away from your team.
Make space to lead.
When daily operations take over, step back. Work on priorities, influence and the decisions that move the business forward.
Uroš Kozina, MBACoaching · Mentoring · Leadership practice
A PARTNER IN YOUR LEADERSHIP
Space to reflect.
Support to act.
I combine business experience, leadership expertise and practical work on your challenges.
We explore how you think, decide and respond. Coaching helps you find your own answers. Mentoring adds another perspective. Practice helps you prepare for the moments that matter.
Coaching for clarity Mentoring for perspective Practice for application
Explore my experience THE COACHING MODEL
Reflect. Act. Learn.
Then take the next step.
We start with a clear goal. Four connected steps turn the conversation into action. At the next session, your experience helps us see what to keep, change or try next.
- 01
Clarify the goal.
What do you want to achieve? What matters most now? We agree the purpose of the conversation and the change you want to make.
- 02
Understand the situation.
We explore the facts, your responses and their impact. Questions and reflection help you see the situation more clearly.
- 03
Explore the options.
Consider different perspectives and test a new approach. Rehearse a conversation or explore a decision before acting.
- 04
Agree on action.
Choose a concrete step, deadline and review. Next time, we use your experience to decide what comes next.
WORKING ON A REAL SITUATION
From “I'll do it myself”
to employee ownership.
When tasks keep returning to you, doing more work is not necessarily the answer. We need to explore expectations, agreements and how you get involved.
AN ILLUSTRATIVE EXAMPLE
Change the conversation.
An employee misses deadlines and you finish the tasks for them. We first clarify what was agreed, where the obstacles lie and how your response affects their autonomy.
Then we prepare a conversation about expectations, support and accountability. We rehearse possible responses and decide how you will review execution.
Your next step
Hold the conversation and agree responsibility, a deadline and a review. At our next session, we look at what has changed.
PROGRESS YOU CAN NOTICE
More clarity for you.
More autonomy for the team.
We agree signs of progress around your goal: changes in behaviour, feedback from others and how you use new approaches.
Clearer priorities
Decide more easily where to invest your time and energy, and what to hand over to others.
Better conversations
Express expectations clearly, address problems early and agree what happens next.
Greater accountability
Give people ownership of execution, with appropriate support and clear progress reviews.
BEFORE THE FIRST SESSION
Clear goals.
Confidential work.
How do we start working together?
In an initial conversation, we define your role, challenge and desired change. We then agree the goal, session framework and how to review progress.
What is the difference between coaching and mentoring?
Coaching uses questions and reflection to help you develop your own solutions. In mentoring, I add experience, approaches and practical tools. We choose the method to suit your goal and, where useful, rehearse a specific situation.
What stays confidential when the company commissions the programme?
Before we begin, the leader and client agree the goals and reporting scope. We clearly define which progress information will be shared and which parts of individual conversations remain confidential.
Can we include 360° feedback?
Yes, if it supports your development goal. We can use existing feedback or choose an appropriate assessment tool. We connect the findings with concrete priorities and an application plan.
How long does it take, and how do sessions work?
We agree the scope and frequency around your goal, from a specific challenge to a longer development journey. Sessions are available in person or online, in Slovenian, English, Croatian or Serbian.
LET'S START WITH YOU
What is your
next leadership step?
Tell me what you are facing. We will define a useful goal and the support to move forward.
Let's discuss your challenge