DoSo! Coaching & Counseling

DoSo! Coaching & Counseling Coaching international clients to a fulfilling & successful career
How? The objective of DoSo! In my approach I primarily focus on the accompanying partner.

With custom coaching sessions designed from 10+ years of experience, 1000s coaching sessions
Book a FREE discovery call 👇
calendly.com/dklopsowinska/45minpowercoaching Coaching & Counseling is to support international women in the following areas: expatriation coaching, life & career coaching, counseling, workshops. My company assist international companies by helping their expat employees and the

ir partners to feel at home during the critical settling in period and stay in the Netherlands (or elsewhere in the world). Stress resulting from a long lasting feeling of dissatisfaction of the partner can have a negative effect on the whole family and on the expat employee in particular leading to less efficiency at work and in some cases to the early termination of the international assignment, or even break-up of the family. How can my company help? Through the program “Making Holland Your Second Home” DoSo! Coaching & Counseling helps to empower expat women to have a fulfilled life during their stay in the Netherlands as well when returning to their home country. As a result of the program they will experience their live in the Netherlands as an exciting adventure full of opportunities rather than a hurdle that one has to overcome. Better understand the cultural differences between the Dutch culture and her own culture and how the Dutch culture works in practice. The company provides support for international women in the following areas: expatriation coaching, life & career coaching, counseling, workshops.

Many professionals believe that if they have a great idea, people will naturally support it.But we've all experienced si...
22/06/2026

Many professionals believe that if they have a great idea, people will naturally support it.

But we've all experienced situations where we knew our idea was strong, yet it simply didn't land.

The challenge is that influence doesn't come from expertise alone.

You can have the facts.
You can have the data.
You can have the best solution in the room.

And still struggle to get buy-in.

Why?

Because people don't just respond to ideas.

They respond to the person presenting them.

If people don't clearly understand your message, don't see how it relates to their priorities, don't trust you, or don't trust your judgment, influencing becomes much harder.

That's why understanding what makes someone influential matters.

The professionals who consistently gain support for their ideas are rarely relying on authority alone. They know how to communicate with clarity, make their message relevant, build strong relationships, and establish credibility.

When those four elements are present, influencing others becomes much easier, even when you don't have formal authority.

Which of these four do you think has the biggest impact on influence: Clarity, Relevance, Connection, or Credibility?

Most people don't realize what's undermining their presence until someone points it out.Take a senior leader I coached: ...
20/06/2026

Most people don't realize what's undermining their presence until someone points it out.

Take a senior leader I coached: sharp, experienced, but prone to a hidden trap. The moment someone pushed back on her ideas in high-stakes meetings, she would freeze mid-sentence. The answer was there, but the words stopped. In that silence, the room made up its own story about her confidence and readiness to lead. She didn't lack expertise; she just hadn't learned to stay grounded when challenged.

Another client had the opposite problem. Warm and agreeable, everyone loved being in a room with him. Yet, he kept getting passed over for senior roles. Why? He agreed even when he didn't, softened feedback until it lost its edge, and held back opinions to keep things comfortable. He was so focused on being liked that he stopped being readable as a leader. Nobody disliked him, but nobody thought of him when it mattered most.

Two different people, two different habits, but the same blind spot.

Executive presence isn't an innate personality trait. It’s a collection of behaviors running on autopilot. People don't judge your presence during your big, polished moments; they read you in the seconds after you get challenged. They watch whether you finish your sentence, or whether you say what needs to be said instead of what keeps everyone comfortable.

Most of these signals are ones we barely notice ourselves.

True development isn't about becoming someone else. It's about getting intentional about the signals you are already sending out into the room. Small shifts, repeated consistently, yield a much bigger impact than you'd expect.

If this resonates and you're wondering what your own blind spot might be, let's talk.

I offer a free discovery call where we dig into exactly this. Drop me a DM or click the link in my bio to book yours.

Most people don't realise what's undermining their presence until someone points it out.I had a client, a senior leader ...
19/06/2026

Most people don't realise what's undermining their presence until someone points it out.

I had a client, a senior leader with genuinely sharp thinking, who kept doing something in high-stakes meetings that was costing her more than she knew. The moment someone pushed back on her ideas, she would freeze mid-sentence. In that silence, the room made up its own story about her confidence and conviction. She wasn't lacking expertise; she just hadn't learned how to stay grounded when she felt under attack.

But that's not the only way presence quietly works against you.

I had another client who had the opposite problem. Warm and agreeable, everyone loved being in a room with him. Yet, every time a senior role came up, someone else got the call. The pattern was clear: he would agree in meetings even when he didn't. He softened feedback until it lost its edge, holding back strong opinions to keep the atmosphere comfortable. So focused on being liked, he had stopped being readable as a leader. Nobody doubted him, but nobody thought of him when it mattered most either.

Two very different habits. The same blind spot underneath.

Executive presence isn't a personality trait. It's a collection of behaviors, most of which run on autopilot in the moments that matter most. People aren't forming impressions of you in your big, polished moments. They're reading you in the seconds after you get challenged—in whether you finish the sentence, or whether you say the thing that needs to be said instead of the thing that keeps everyone comfortable.

Most of those signals are ones we barely notice ourselves.

Which means the work isn't about becoming someone else. It's about getting intentional about what you're already sending out into the room. Small shifts, repeated consistently, create a bigger impact than you'd expect.

If this resonates and you're wondering what your blind spot might be, let's talk. I offer a free discovery call where we dig into exactly this. Drop me a DM or click the link in my bio to book yours.

The room goes quiet. Twelve people are looking at you, waiting, and you can feel the weight of every single one of them....
16/06/2026

The room goes quiet. Twelve people are looking at you, waiting, and you can feel the weight of every single one of them.

This is the moment. The presentation you've been preparing for weeks. The stakeholders who can greenlight everything or kill it with a single question. And somewhere between slide three and slide four, someone interrupts with a challenge you didn't see coming.

What happens next says everything.

Do you rush to fill the silence? Stumble over your words? Speak to fast? Lose the thread of what you were saying? Or do you pause, hold the room, and respond like someone who was never rattled in the first place?

That gap, between the challenge and your response, is where executive presence lives.

And it's not about having all the answers. It's not about being the most senior person in the room or the most polished speaker. It's about being consistent. In how you carry yourself when the pressure spikes. In how you communicate when someone is pushing back hard. In how you handle the moments that weren't in the script.

There are 7 elements that build that kind of presence: Command. Communication. Confidence. Composure. Connection. Credibility. Courage.

They don't work alone. You can't fake composure without confidence underneath it. You can't build credibility without the courage to hold your ground. Pull on one and the others start to move.

But here's what I want you to know: this isn't about becoming someone else.

It's about being so grounded in who you are that a difficult question in a high stakes room doesn't shake you. It sharpens you.

That's the kind of presence that people remember long after the meeting ends.

If this resonates and you're wondering how we can work best in your 7C’s, let's talk.

I offer a free discovery call where we dig into exactly this. Drop me a DM or click the link in my bio to book yours.

When the pressure gets high, a difficult conversation arises, or a project hits a roadblock... what happens to your auth...
08/06/2026

When the pressure gets high, a difficult conversation arises, or a project hits a roadblock... what happens to your authority?

Anyone can show up with confidence when things are going smoothly. True executive presence is measured by your consistency in high-stakes situations.

Executive presence isn't an aggressive performance, and it’s definitely not about trying to force your ideas onto others.

It is a deeply intertwined framework of 7 core elements: from how you manage your triggers under stress to how clearly you communicate your recommendations without over-explaining.

I’ve mapped out all 7 elements in the carousel below so you can audit your own leadership style today.

👉 Swipe through to see the exact shifts you need to make.

Which of these 7 Cs do you find the most challenging to maintain when the pressure spikes?

Let’s talk in the comments! 👇

Ask 10 professionals what "Executive Presence" means, and you'll get 10 versions of the same myth:"Commanding a room. Do...
05/06/2026

Ask 10 professionals what "Executive Presence" means, and you'll get 10 versions of the same myth:

"Commanding a room. Dominating conversations. Proving you're the smartest."

Let me be direct: that's not executive presence. That's performance. And people smell the difference from across the table.

Real executive presence isn't about being the loudest voice; it's about being the most grounded. At its core, it's the ability to inspire confidence, trust, and authority through how you communicate, think, and show up—especially when things get uncomfortable.

Here's where it gets real: anyone can look composed when stakes are low. Executive presence isn't built in the easy moments; it's revealed in the hard ones. When pressure spikes or you feel challenged, do you spiral? Freeze? Over-explain?

Or do you stay steady?

Having real executive presence boils down to three core shifts:

Manage your emotional state, don't mask it. Know your stress triggers. It doesn't mean you don't feel threatened; it means you pause, take a breath, and respond from an aware state instead of impulsively reacting.

Choose trust over likability. We naturally want to be liked, but presence requires prioritizing being reliable. That means having the courage to set boundaries, proactively communicate risks, and say "no" when necessary.

Let go of perfect certainty. You don't need 100% of the answers to add value or make a decision. Trust your expertise enough to take initiative and navigate uncertainty gracefully.

Ultimate executive presence isn't about changing your personality. It's being entirely yourself, while consciously strengthening the qualities that allow others to experience your leadership with absolute confidence.

When pressure gets high in your day-to-day, what is the biggest challenge you face in maintaining composure? Do you over-explain, or do you shut down?

Let's share experiences in the comments below. 👇

When I work with professionals on managing their careers, one specific topic keeps coming back: Executive Presence.In le...
03/06/2026

When I work with professionals on managing their careers, one specific topic keeps coming back: Executive Presence.

In leadership development, we talk a lot about confidence, communication, and strategy. But true impact almost always hinges on this one elusive quality.

During a recent session, I asked a simple question that sparked a collective lightbulb moment: What happens to your authority when the pressure gets high?

Most of us look confident when there’s no pressure. But the moment a challenging situation arises, everything changes. I’ve spent years watching talented leaders suddenly shift when a curveball is thrown. I’ve seen them physically shrink back, drown brilliant ideas in over-explained answers, or shut down entirely as their stress response takes over.

Executive presence isn't about putting on an aggressive performance. It’s about consistency—the ability to maintain your authority, clear thinking, and emotional state no matter the circumstances.

Through my work, I’ve mapped out the 7 core elements that dictate how people experience your leadership:

Command: How you show up and own your space.

Communication: How you express clear, structured ideas.

Confidence: How deeply you trust your own expertise.

Composure: How gracefully you handle intense pressure.

Connection: How you build trust using empathy and curiosity.

Credibility: How reliably your actions match your words.

Courage: The engine that allows you to step out of your comfort zone.

Here is the truth: if you don’t have Courage, none of the other six will ever be effective. You will simply hesitate to use them.

Next week, I’ll break down each of these 7 elements in detail, sharing the exact habits to eliminate and practical strategies to elevate your presence right away.

Until then: Which of these 7 Cs is your strongest today? And which one is limiting your growth the most?

Let’s talk in the comments! 👇

The most connected person in the room isn't always the best networker.We've been taught that networking is about who you...
28/05/2026

The most connected person in the room isn't always the best networker.

We've been taught that networking is about who you know. So we look at our contact list, decide it isn't impressive enough, and don't reach out at all.

But that's not the real barrier.

The real barrier is the voice that says: "I don't have enough experience yet. Why would anyone want to talk to me?"

Here's what that voice gets wrong: nobody you admire started with a ready-made network either. They built it, one conversation at a time, often before they had it all figured out.

And those conversations? They weren't impressive pitches. They were genuine, curious, low-pressure asks. "How did you get here? What surprised you? What would you do differently?"

That's it. That's networking.

You don't need the right contacts to start. You need the courage to start a conversation with the right people (known or unknown) and the clarity to know why you're reaching out.

The rest builds from there.

What's the conversation you've been putting off starting? 👇

Most networking messages don't fail because of bad intentions.They fail because they feel heavy.👉 Too vague.👉 Too emotio...
18/05/2026

Most networking messages don't fail because of bad intentions.

They fail because they feel heavy.

👉 Too vague.

👉 Too emotional.

👉 Too much asked of a stranger who owes you nothing yet.
‌

And the frustrating part?

The person sending the message usually has no idea. They think they're being genuine. They think showing too much vulnerability will make them relatable. They think "can I pick your brain?" is a normal ask.

It's not, and here's why.

When you send someone a message they don't know how to respond to, the easiest thing for them to do is nothing.

Not because they're unkind but because you've made it hard for them to say yes AND hard for them to say no.

The fix isn't about being more polished or more impressive. It's about making it easy for the other person.

A message that works does five simple things:

1️⃣ It starts with something real you have in common, not flattery, not a generic opener. Something that makes them think "oh, this person actually looked at my profile."

2️⃣ It tells them why you're reaching out: no mystery, no guessing. Clarity is respectful.

3️⃣ It asks one specific thing you're curious about not "advice on your career" but "how you navigated the move from X to Y."

4️⃣ It makes one clear, light ask: a 15-minute call, a quick reply, a question answered over message. Not a referral. Not a job. Not yet.

5️⃣ And it gives them a graceful way out "totally fine if now isn't a good moment" because people respond to invitations, not obligations.

That last one especially. It sounds like it would reduce your chances. It does the opposite. When people feel like they have a choice, they're far more likely to say yes.
‌

👉The message in the image above follows this structure exactly. Save it. Adapt it. Send it.👈

More practical frameworks on networking during career transitions coming this week. Follow along. 🔔

Have you ever sent a message and heard nothing back? What did it look like I'd genuinely love to know. 👇

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