Executive psychotherapy is a confidential, one-to-one space designed specifically for people in senior leadership roles — founders, CEOs, board members, and C-level executives.

The work focuses on clarity, emotional resilience, decision-making, leadership identity, and the inner dynamics that shape how you lead, relate, and carry responsibility. It is not performance coaching, and it is not general psychotherapy adapted superficially for business contexts — it is depth work informed by real executive reality.

This service does not replace local emergency or psychiatric care.

Coaching typically focuses on goals, skills, and performance outcomes. Mentoring draws on the advisor’s experience to guide decisions.

Executive psychotherapy works at a deeper level: it explores the internal patterns, tensions, emotional blind spots, and relational dynamics that repeatedly influence your leadership — often beneath conscious strategy. This is where durable change happens, especially when complexity, pressure, or ambiguity are high.

Many executives come here after coaching has taken them as far as it can.

Common themes include:

• decision fatigue and strategic overload

• leadership isolation and loneliness at the top

• burnout, loss of meaning, or chronic pressure

• power dynamics with boards, peers, or founders

• transitions (role changes, exits, succession, exits, acquisitions)

• relational strain at work or at home

• identity questions beyond achievement and status

You do not need a clearly defined “problem” to begin. Often the work starts with a sense that something important is no longer aligned.

The initial consultation is a focused conversation — not a diagnostic interview and not a sales call.

We explore:

• what brings you now

• what context you are operating in

• how you tend to function under pressure

• whether this way of working feels right for you

By the end, you should have clarity on whether continuing makes sense, and if so, in what form.

Yes — fully.

Confidentiality follows professional, ethical, and legal standards of psychotherapy. No information is shared with organizations, boards, HR, or third parties. Sessions are founder-led only. Many clients choose this work precisely because it is not visible, performative, or entangled with corporate systems.

No.

Some executives come for a limited number of sessions around a specific transition or decision. Others choose ongoing work as a stable, reflective anchor alongside a demanding role.

We review the shape of the engagement together. There is no predefined program or fixed pathway.

Yes.

It is entirely acceptable to treat the first sessions as exploratory — to assess fit, usefulness, and value. The work respects autonomy; there is no pressure to continue beyond what feels meaningful.

This is not quick-fix work. However, executives often report:

• sharper internal clarity

• reduced reactivity under pressure

• improved quality of decisions

• greater emotional range and stability

• more grounded leadership presence

Outcomes are cumulative and depend on engagement, honesty, and timing.

It is psychotherapy — but psychotherapy that understands leadership, power, and responsibility.

Performance often improves as a by-product of deeper alignment and reduced internal friction, not as the primary objective.

Both formats are possible.

For the initial consultation, meeting in person (Warsaw) is recommended where feasible, as it allows for a fuller relational and embodied sense of the work. Online sessions are fully acceptable when geography or schedule requires — provided confidentiality and discretion are ensured on your side.

Online sessions are provided from Poland as part of a Poland-based private practice and are offered outside public healthcare systems in other countries.

Most engagements are weekly or bi-weekly. Cadence can shift depending on workload, travel, or life circumstances. Short-term intensives are possible in specific situations

Fees are set individually and confirmed at the end of the initial consultation. Sessions may be self-funded or billed to an organization, depending on context. Invoices or receipts are provided.

Where indicated, the consultation fee may be credited toward the first session.

That’s not a problem.

Many executives begin this work skeptical, analytical, or unsure whether it’s “for them.” Skepticism is often a sign of discernment — not resistance. You don’t need to believe in anything to start; curiosity is enough.

Simply: by usefulness.

If the conversations feel clarifying, grounding, or quietly impactful, we continue. If not, we stop. The work respects your agency and judgment.