Mehdi Nejadrasouli
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The practice

Work for questions with real consequence.

The work begins by understanding the situation—not by forcing it into a coaching, advisory or facilitation format too early.

When the work is useful

When the role has changed, but the old answers no longer fit.

  • 01A leader is carrying broader scope, visibility or ambiguity.
  • 02A consequential decision is entangled with identity, relationships or politics.
  • 03An organization is investing in a leader and needs the development to connect to real outcomes.
  • 04A people question has material implications for capability, cost or execution.
  • 05A leadership team needs better dialogue, alignment or decision quality.

This work is not a fit when...

Fit matters more than a fast start.

  • 01You want the coach to make the decision or provide a ready-made answer on the leader's behalf.
  • 02The organization intends to use coaching as hidden assessment or a reporting channel about the client.
  • 03The central need is therapy, legal advice or specialist expertise outside the agreed scope of practice.

Three areas of work

01

Executive Coaching

Confidential one-to-one work for executives navigating transition, complexity, difficult decisions and broader responsibility.

Questions the work may hold

  • How do I lead at the level my role now requires?
  • What is making this decision harder than it appears?
  • How do I expand my impact without losing what made me effective?
02

Organizational Coaching

Coaching connected to real role challenges and organizational outcomes, with clear contracting and protected session confidentiality.

Questions the work may hold

  • What belongs in the coaching relationship, and what belongs with the sponsor?
  • How can development stay connected to the organization without becoming reporting?
  • What must change around the leader for progress to hold?
03

Strategic HR Advisory

Perspective for CEOs, CHROs and people leaders where people decisions meet strategy, cost, capability and execution.

Questions the work may hold

  • Is this a people issue, a system issue, or both?
  • What trade-off is the organization actually making?
  • Which people decision will have the greatest business consequence?
Two chairs positioned for a focused conversation

A clear distinction

Coach, advisor and facilitator are different jobs.

Good work depends on being explicit about which role is serving the client at a given moment. The modes can sit in one practice without being blurred inside one conversation.

Working modes

01

Coach

Creates the conditions for the client to think, notice, choose and act with greater clarity.

02

Advisor

Offers a perspective, challenge or recommendation when expertise and organizational context are explicitly part of the contract.

03

Facilitator

Designs and holds a conversation so a leadership group can think and decide together more effectively.

Organizational contracting

Confidentiality and context must coexist.

In sponsored coaching, the client needs a protected thinking space and the organization needs clarity about purpose. Both are designed at the start.

  1. 01

    Client

    Who owns the coaching agenda and the work inside sessions.

  2. 02

    Sponsor

    Who holds a legitimate interest in why the engagement exists.

  3. 03

    Contract

    What success, confidentiality and progress review mean for everyone.

Questions before we begin

Clarity before commitment.

What is a chemistry conversation?
A first conversation to understand the situation, explore what you are trying to change and see whether working together makes sense. The aim is fit and clarity, not an early sales decision.
Is coaching confidential?
Yes. The coaching conversation is confidential. In organizational engagements, objectives and the shape of progress can be agreed with stakeholders, while the content of coaching sessions remains protected.
How is organizational coaching different?
It works with both the individual and the organizational context. The client, sponsor, goals, boundaries and review process are contracted explicitly rather than assumed.
Do you work remotely?
Yes. Mehdi is based in Tehran and works in person and remotely, in Persian and English.

Start with fit

The first conversation is part of the diagnosis.

Bring the situation as it is. We can explore the question, the context and whether coaching or advisory work is the right next move.

Prepare for a chemistry conversation