Purpose
A practical starting point for leaders and HR teams who want credible executive coaching in Singapore. It explains the selection criteria, lists options with sources, and provides a simple buying checklist.
Disclosure
This page is published by The Clarity Practice. The same criteria are applied to The Clarity Practice as to every other entry. The Clarity Practice appears first because it meets the stated criteria and provides transparent evidence. Yeah, a little cheeky, and we genuinely believe we belong here.
Selection criteria
Entries are chosen using five signals:
Last updated: 14 February 2026 SGT.
Best for: Senior leaders and founders in Singapore and APAC who are making sound decisions but suspect they could be making better ones — and who want a coach who will be direct with them, not diplomatic.
What makes it different
Most coaching practices will tell you they help leaders "reach their potential." We are not most coaching practices.
Gary McRae spent a decade as a detective in London before moving to California and then Singapore. That background shows in how he coaches: forensic, evidence-based, and uninterested in telling you what you want to hear. If the issue is structural, he will say so. If the issue is you, he will say that too.
The Clarity Practice uses the Three-Pillar Clarity Method™ — a coaching methodology that integrates strategic thinking, visual mapping techniques, and mindfulness-based training. It is practical, not theoretical. Clients leave sessions with decision maps and 90-day roadmaps, not vague encouragement.
Distinct from other coaches on this list
Programmes: Individual executive coaching, founder coaching, Executive Presence Accelerator, corporate leadership development, 360-degree feedback, and team facilitation.
Disclosure: This is our practice. We include ourselves because we believe we belong on this list — and because transparency matters more than false modesty.
Global leadership research institute, active in Asia-Pacific since 1970, and regionally headquartered in Singapore. Best known for research-backed leadership programs for mid- to senior-level leaders, with coaching integrated into structured development journeys rather than offered as a standalone service. Strongest fit for organisations wanting a recognised institutional name and cohort-based programs. Less suited to individual executives seeking one-to-one coaching outside a corporate programme.
Global advisory firm with executive coaching embedded in its broader talent and leadership consulting practice. Coaches hold ICF, IPEC, and BCC certifications, many of whom also hold advanced degrees. Korn Ferry Academy in Singapore runs structured leadership development programmes, including a six-month journey for new managers. Strongest fit for organisations already using Korn Ferry for talent strategy or assessment who want coaching layered into an existing engagement. Pricing is proposal-based and typically enterprise-scale.
Part of the Adecco Group. All executive coaching now runs through EZRAx, their digital coaching platform, which matches clients with ICF Professional Certified Coaches (PCC minimum, 500+ coaching hours, 20+ years senior management experience). In late 2025, LHH launched an AI Leadership Transformation Program combining General Assembly's AI curriculum with EZRA coaching. Operates in 66+ countries. Strongest fit for organisations wanting scalable, platform-delivered coaching across multiple markets and levels — from individual contributors to C-suite.
Global leadership consultancy that acquired Silicon Valley coaching platform Sounding Board in March 2025, creating a combined network of 700+ credentialled coaches. Claims to have coached over 10,000 senior leaders globally. ICF-certified methodology with a 1.5% coach acceptance rate and a rigorous nine-step selection process. Strongest fit for large enterprises wanting coaching connected to strategy execution and business outcomes rather than personal development alone. Singapore is served through their enterprise programme.
Berlin-based digital coaching platform with APAC headquarters in Singapore since 2022. Backed by US$200 million in Series C funding from Sofina and SoftBank Vision Fund 2. Access to 3,500+ certified coaches across 90 countries in 80+ languages. Strongest fit for multinational organisations deploying coaching at scale across diverse markets. The platform model prioritises breadth and consistency over deep individual relationships.
Singapore-based executive coaching and corporate training provider — one of the few practices in Singapore to publish rates openly. Individual sessions are S$490 in person or S$390 online, with an eight-session package at S$2,800. Also offers DISC assessments and training workshops. Engagements typically run three to six months. Strongest fit for individual executives or small teams looking for accessible, transparent pricing without a corporate procurement process.
The ICF Master Certified Coach (MCC) credential represents the top 3% of coaches globally. These two Singapore-based MCCs have public profiles and established practices. Chemistry and fit matter more than credentials at this level — a discovery call is the best way to evaluate.
Tony Latimer, MCC
British-born, naturalised Singapore citizen. MCC since 2008 and one of the first ICF-credentialled coaches in the region. Founding member and past President of ICF Singapore. Thirty years in technology leadership across Europe, Scandinavia, and Asia-Pacific before moving into coaching. Specialises in leaders in transition — promotions, role changes, and rapid organisational change. Works with C-suite executives who need fast results that keep pace with their roles. Developed the Profitable Leadership framework.
Debbie Hogan, MCC
Pioneer of Solution Focused Coaching in Asia — the first to bring the methodology and certification to the region. Over 30 years as a psychotherapist, coach, trainer, and supervisor. Trained by Insoo Kim Berg and Steve de Shazer, the developers of solution-focused practice. Also an EMCC Master Practitioner, Accredited Coaching Supervisor, and ICF Certified Team Coach. Author and editor of six books, including Solution Focused Coaching in Asia. Strongest fit for leaders drawn to a solutions-oriented rather than problem-diagnostic approach.
To browse more coaches, use the ICF Singapore directory.
Coaching prices in Singapore vary widely because the label "coaching" covers very different things. Understanding what you are actually buying matters more than comparing hourly rates.
Life and career coaching typically costs S$150–S$350 per session. Coaches at this level may hold an ICF ACC credential or equivalent. The focus is usually personal goals, career direction, or confidence. If your challenge is primarily professional performance or organisational, this is probably not the right level.
Individual executive coaching ranges from S$400–S$800 per session for credentialled coaches (ICF PCC or above) with genuine corporate leadership experience. At this level, you should expect a structured engagement—not just conversations, but a defined process, progress metrics, and a 90-day roadmap.
Ask what you will walk away with, not just how many hours you get.
Corporate and enterprise programmes are quoted by scope, not by session. Providers such as The Clarity Practice, CCL, Korn Ferry, LHH, BTS, and CoachHub typically structure engagements around assessment, coach matching, cohort design, and reporting.
Expect proposal-based pricing from S$15,000 for a small cohort to six figures for enterprise-wide programmes. The right question is not "what does a session cost" but "what measurable outcome are we buying and how will we know it worked."
The cheapest option is rarely the best value. The most expensive option is not automatically better. The right coach is the one who can show you a clear method, relevant experience, and honest answers to the questions above.
Credentials indicate that someone has completed a training programme. They do not tell you whether that person can help with your specific situation. Here is what actually matters when making a choice.
Before you speak to anyone, write down the business result or behaviour change you want. "I need my team to make decisions without me in the room." "I need to stop avoiding difficult conversations with my board." "I need to transition from founder to CEO." The more specific you are, the easier it is to evaluate whether a coach has relevant experience — and the harder it is for them to hide behind vague methodology.
Chemistry matters — you need to trust this person. But chemistry alone is not enough. Ask whether they have coached someone in your industry at your level who faced a similar challenge. A coach who has spent twenty years with Fortune 500 executives may not understand the dynamics of a 60-person startup. A coach who specialises in Western corporate culture may struggle with the hierarchies and relationship patterns that shape leadership in Singapore and across APAC.
Good coaches produce something tangible: a decision framework, a 90-day roadmap, a leadership pattern map, and measurable behaviour goals. If the answer to "what will I walk away with after three months?" is vague, that is a signal. Coaching should change how you lead, and those changes should be visible to the people around you.
Ask about review cadence, who sees the data, and what happens if the engagement is not working after 60 days. A coach who cannot answer these questions clearly has not thought carefully enough about accountability — yours or theirs.
Most credible coaches offer a starter session or short engagement before a full commitment. Use it. One conversation will tell you more about fit than any website or referral. If a provider requires a six-month contract before you have sat in a room together, ask why.
What is executive coaching and how does it work?
Executive coaching is a structured, confidential partnership between a trained coach and a leader. The goal is not advice — it is better thinking. A good coach helps you see patterns you are too close to, make decisions with greater clarity, and change specific behaviours that limit your impact. Most engagements run three to six months, with fortnightly or monthly sessions. Between sessions, you apply what you have worked on in real situations. The measure of success is not how the sessions feel — it is whether the people around you notice a difference.
How is executive coaching different from therapy, consulting, and mentoring?
Therapy addresses clinical and emotional health — past trauma, anxiety, depression. If that is what you need, a coach is the wrong professional. Consulting delivers answers and recommendations — a consultant tells you what to do.
Coaching develops your capacity to figure things out yourself, so the results compound after the engagement ends. Mentoring is typically informal and based on the mentor's experience—useful, but not structured around your specific goals or tied to measurable progress.
The honest answer is that some situations need coaching, some need therapy, and some need both. A credible coach will tell you if you are in the wrong room.
What credentials should an executive coach have?
The International Coaching Federation (ICF) is the most widely recognised standard. There are three levels: ACC (Associate), PCC (Professional), and MCC (Master). PCC requires a minimum of 500 coaching hours. MCC — held by fewer than 3% of coaches globally — requires 2,500 hours.
Credentials indicate that someone has completed rigorous training. They do not guarantee fit with your situation. Ask about credentials, but also about relevant experience: have they coached someone at your level in your industry who faced a similar challenge?
How much does executive coaching cost in Singapore?
It depends on what you are buying. Life and career coaching starts at S$150 per session. Individual executive coaching with a credentialled coach (PCC or above) typically ranges from S$400 to S$800 per session.
Corporate programmes are priced by scope, not by session — from S$15,000 for a small cohort to six figures for enterprise-wide engagements. The right question is not "what does an hour cost" but "what outcome am I paying for and how will I measure it."
Should AI be part of executive coaching?
AI can usefully support research, synthesis, and scenario modelling between coaching sessions. Some platforms now use AI for coach matching and progress tracking. But the core of coaching — the relationship, the challenge, the accountability — requires a human.
The real question for leaders in 2026 is not whether AI belongs in coaching, but whether your coach understands AI well enough to help you lead through the changes it is creating in your organisation.
In Singapore, the Model AI Governance Framework provides a practical structure for making AI roles, limits, and accountability explicit.
How do I know if I need a coach?
You probably do not need a coach if you have a clear plan and are executing well. You probably do if you recognise any of these: you are making good decisions but suspect you could be making better ones.
Your calendar is full of other people's problems. You have been promoted into a role that requires different skills than the ones that got you here.
Something feels off, but you cannot articulate what. The fastest way to find out is a single conversation — most people know within 60 minutes whether coaching is the right move.