Executive Psychotherapy
FOR THOSE WHO CARRY WHAT NO ONE SEES
At the surface: results and recognition. Underneath: pressure and solitude—pain disguised as performance. Executive psychotherapy is a private space to step out of performance, reconnect with yourself, and regain clarity.
Why it matters
Mental clarity isn’t a luxury — it’s a force multiplier. When the inner system clears, leadership sharpens: decisions, relationships, and direction realign. This work supports leaders who want to move beyond constant performance into self-leadership: emotionally grounded, systems-aware, and aligned with who they are, not just what they do.
Many executives face challenges that are symptoms of deeper emotional patterns, old relational wounds, or inherited ways of functioning.
Executive psychotherapy works from the inside out. As you heal what’s unresolved, regain access to your full emotional range, and integrate the parts of you you've disowned or sidelined to succeed, many leaders notice more bandwidth for clearer decisions and steadier relationships, and performance improves on its own as internal friction reduces.
This isn’t another productivity hack. It’s a quiet reset of your entire operating system.
How it works
In delivering psychotherapy to CEOs and senior leaders, I work primarily within the Gestalt approach — an established, experiential form of psychotherapy with a strong clinical foundation, focused on embodied awareness, agency, and integration.
My practice is grounded in formal training in Gestalt psychotherapy and, where clinically appropriate, informed by other established psychotherapeutic traditions, including transactional analysis, psychodynamic perspectives, and body-oriented approaches.
Having worked for many years in board-level and senior leadership roles myself allows me to apply these psychotherapeutic principles within the lived realities of executive life.
The work does not follow a preset framework or leadership methodology. It begins with what is present for you — professionally, relationally, and internally — and unfolds through direct, experiential dialogue in the context of your role and responsibilities.
For leaders who are familiar with executive coaching, I clarify the difference between coaching and executive psychotherapy here.
Gestalt psychotherapy understands psychological difficulties not as isolated symptoms, but as patterns of adaptation shaped within relational and organisational contexts. Change emerges through developing awareness of how you function — emotionally, relationally, and somatically — in the present moment.
For this reason, the Gestalt approach has also become widely used in organisational and leadership contexts — a distinction I clarify in more detail in How This Work Differs.
How this work creates change
Psychotherapy works at the level of the inner organisation that shapes how you perceive, decide, relate, and act. Rather than addressing surface difficulties or behaviours in isolation, the focus is on the patterns, tensions, and unfinished situations that structure your experience and limit flexibility.
Through this work, you come to understand how your established ways of functioning once protected you — and where they now constrain choice.
When inner conflicts are clarified and what has remained unspoken or unresolved is given space, a different quality of presence emerges. Decisions tend to become more straightforward, relationships more transparent, and action more grounded — not through effort or optimisation, but through greater internal coherence.
This work focuses on you: your lived experience, your inner reality, and how you inhabit your role. From that place, strategy and leadership arise with less pressure and more authorship.
Who it is for
Leaders navigating high-stakes moments such as:
Chronic pressure, exhaustion, and depletion associated with executive responsibility
Periods of disorientation around meaning, direction, or identity
Transitions: stepping up, stepping down, or letting go
Ethical dilemmas, isolation, or power dynamics at the top
Relationship strain (personal or professional)
The quiet question: Is this all there is?
And importantly:
This work is for leaders who are open to doing deeper work — work that changes how they relate to themselves, their role, and others.
What makes this different
Dual credibility: Certified psychotherapist based in Poland, with 15+ years of clinical work and C-level executive experience spanning 20+ years navigating boardrooms and large-scale transformations in global companies. I've sat in both rooms—and can speak both languages.
Founder-led & confidential: No platforms, no networks, no hand-offs—just a high-trust, private container.
Executive altitude: Psychological precision that needs no translation to boardroom realities.
What tends to change over time
The measure of this work isn’t comfort but effectiveness — in decisions, relationships, and self-trust. What clients often look for (and may notice):
Mental clarity under pressure
Better decisions, steadier presence
Boundaries and alignment that hold in complex systems
Resilience through crisis and transition
Integration of personal and professional selves
No outcomes are guaranteed; the work depends on context and participation.
Practical information
Format: 1:1 sessions (in-person or online)
Location: Warsaw (by arrangement), or secure video (Zoom)
Cadence: 50 min weekly or every two weeks (double session); short-term intensives available
Languages: English, Polish
Consultation: Paid; credited to your first session where applicable
Fees: Set individually; confirmed at the end of the consultation
Billing: Corporate or personal (self-funded); invoice/receipt provided
Confidentiality: Within professional and legal standards; founder-led only; invoices/receipts can be issued personally or to a company; we’ll agree on the least-exposing option.
For executives & boards: Bespoke interventions available on request
Next steps
If this speaks to you, you can schedule a confidential consultation (Warsaw or online), conducted in English or Polish. 50 minutes. No agenda. No performance. No obligation. Just a quiet conversation to test fit and whether this is the right work for you.
Beginning an Engagement
Start with a private consultation (50 minutes) to clarify context, boundaries, and fit, then decide whether to continue.
“Sometimes mental health becomes a priority at the company’s highest levels because of personal experience.”
— McKinsey & Company, Mental health in the workplace: The coming revolution
