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Aspire Executive Coaching

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Plain-spoken. Practical. Focused on real change.

Aspire Executive Coaching builds customized leadership programmes that turn managers into people others actually want to follow. Founded in 2021 by Emma Collyer, the firm works with HR Directors and People leaders at organisations of 50–250 employees across Canada.

  • Min project size
    $5,000+
  • Hourly rate
    $300+ / hr
  • Employees
    Freelancer
  • Year founded
    Founded 2021

Overview by:

Reviewer avatar
Emma Collyer
Founder & Principal Coach About the Team

Service Lines
Corporate Training & Coaching
90%
Business Consulting
10%

No Focus Areas have been added yet…

Industries
Construction
40%
Business services
15%
Energy & natural resources
15%
Automotive
10%
Contracting
5%
Government
5%
Manufacturing
5%
Non-profit
5%
Clients
Small Business (<$10M)
90%
Midmarket ($10M - $1B)
10%

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Our Story

I founded Aspire Executive Coaching in 2021 after senior leadership roles in the UK and Canada, including 14+ years at the UK Environment Agency (an arms length government agency). I’ve led people under operational pressure, so my work stays practical. I’m an ICF-credentialed coach (ACC) with ORSC training, and I build customized leadership programmes that turn managers into people others actually want to follow. I focus on honest conversations, clear expectations, and lasting behaviour change.

Meet the Team

Emma Collyer

Emma CollyerFounder & Principal Coach

Emma Collyer is the founder and principal coach of Aspire Executive Coaching. A former senior leader with an ICF ACC credential and ORSC training, she helps HR and People leaders develop managers others actually want to follow.

What Sets Us Apart

Built around your organisation

Every programme is customized to your leaders, your culture, and the challenges your managers face. The focus is on changing behaviour on the job, not just delivering content.

Real Leadership Experience

I’ve held senior roles in the UK and Canada, including director-level work at a conservation authority and 14+ years at the UK Environment Agency. I understand the pressures your leaders are under because I’ve faced them too.

One senior partner, start to finish

You work directly with me from the first conversation through design and delivery. There’s no handoff to a junior facilitator, and you always know who’s accountable for the work.

Quick Facts

5 years in business

Tools and Technology

Microsoft Teams
Zoom
Google Meet
Trello
Google Drive
OneDrive
Dropbox
Microsoft Word
Microsoft Excel
Microsoft PowerPoint
Google Forms
Canva

Commonly Asked Questions

I work closely with your HR or People lead from the start, and the process is designed to be straightforward for your team. 1. Understand what’s needed. We begin with a conversation about what you’re seeing in your leaders, what needs to change, and what success would look like. 2. Design the work around your organisation. I build a programme or coaching plan that fits your culture and priorities. I share the proposed approach with you and adjust it based on your feedback. 3. Deliver practical development. Sessions use realistic scenarios, so participants can practise the conversations and decisions they face at work. Where it’s useful, I add EQ-i 2.0 assessments, one-to-one coaching, or senior leader sponsors. 4. Stay connected. We keep in touch throughout, so you know how the work is progressing and we can adapt as priorities change. Coaching engagements can include three-way check-ins with the leader and their sponsor, while protecting the confidentiality of coaching conversations.

I don’t quote a single success rate or ROI figure because results depend on your organisation, your starting point, and what needs to change. Instead, we agree at the outset what success should look like. That might mean managers addressing performance concerns sooner, giving clearer feedback, delegating more effectively, or being better prepared for a bigger role. We then review progress during the work through check-ins and participant feedback, so you can see what’s changing and adjust where needed. Long-term relationships are also a good sign that the work is delivering value. I delivered a cohort-based feedback culture programme for Turner Fleischer Architects, a firm of more than 200 employees, and they remain a client today.

Onboarding starts with a conversation to understand what you need and whether we’re a good fit. I then send a proposal outlining the approach, timing, and investment. Once you’re ready to proceed, we confirm the details in a written agreement. For coaching, that includes roles, responsibilities, and confidentiality. Next, I work with your HR or People lead to agree on goals, participants, and logistics. Where relevant, I also set up pre-work or assessments, so participants are prepared and we can make good use of the first session.

I typically send a proposal within 3–5 business days of our first conversation. Coaching and single workshops can usually begin within 2–4 weeks of the agreement being signed, while customized leadership programmes usually take 4–8 weeks. If you’re working to a specific deadline, let me know early and I’ll tell you honestly whether it’s achievable.

You’ll work directly with me throughout, and your HR or People lead will have a clear point of contact from start to finish. At the outset, we agree how often to check in and what information would be most useful to you. For programmes, I can share progress updates and overall themes from the group. For coaching, we keep you informed through agreed check-ins, while the content of coaching conversations stays confidential.

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