Most people who reach this page are close to a decision but circling a set of questions they have not yet had answered to their satisfaction. That is exactly what this page is for.
The questions below are the real ones — the ones leaders actually ask, including the uncomfortable ones about cost, scepticism, and whether any of this will genuinely work for someone like them. They are answered directly and without spin, because the leaders who get the most from this work are the ones who chose it with clear eyes.
If your question is not here, the discovery call is the best place to ask it.
Is leadership coaching worth it? For the right person at the right stage, yes — unambiguously. The right coaching relationship produces changes that compound over time: clearer decisions, stronger teams, better health, more sustainable performance, and in most cases measurable business results within months. The question worth asking is not “is coaching worth it” in the abstract, but “is this specific approach right for my specific situation.” That is what this page helps you answer.
Questions about whether coaching is right for you
I am performing well. Do I actually need coaching?
Performance and development are not the same thing. Many leaders who come to this work are performing well externally while carrying significant inner pressure, depletion, or a quiet sense that they are not operating at their real potential. The leaders who get the most from coaching are often not in crisis — they are ambitious about their own development and have correctly identified that there is a level available to them that they have not yet reached.
If you are asking this question, it suggests you already know the answer.
I have tried coaching before and it did not produce lasting change. Why would this be different?
This is the most important question on this page, and it deserves a direct answer.
Most coaching works at the level of behaviour — setting goals, reviewing progress, building new habits, improving communication. It can produce real improvement. But it leaves the underlying patterns intact. The emotional responses, the stress reactions, the ego-driven dynamics, the energy leaks — these continue running beneath the improved behaviour, and eventually reassert themselves.
The work at 2thepointcoach goes deeper. It addresses the emotional and energetic root causes of the patterns rather than the behavioural surface. This is why clients who have done significant amounts of conventional coaching describe this work as operating at a different level entirely. The changes are structural rather than behavioural, which means they do not require ongoing maintenance — they are simply who you become.
Is this suitable for someone who is sceptical about the spiritual or energetic dimension of the approach?
Yes, and many of the clients who have benefited most came in as sceptics.
The methodology — Merkaba, Kabbalah, Shambala — draws on ancient wisdom traditions that predate modern coaching by thousands of years. You do not need to hold any particular spiritual beliefs for the work to be effective. What matters is a genuine willingness to engage with your own inner world honestly and with curiosity. The results speak for themselves, and most sceptics report that the outcomes are the most persuasive argument.
If the framework feels unfamiliar, bring that scepticism into the discovery call. It is a legitimate part of the conversation.
I am not sure I have time for this alongside everything else I am managing.
This is the most common objection and, typically, the one that most needs examining. The leaders who feel they do not have time for development are almost always the ones who most need it — because the inner depletion and pattern-driven behaviour that is consuming their time and energy is precisely what development work addresses.
The Power Up programme requires three half-day workshops over three months, plus one hour per week for group sessions. The Close Up individual coaching typically involves one session every two to three weeks. These are significant commitments, but they are manageable alongside a full leadership role — most clients do them while running their businesses.
The better question is: what is the cost of continuing without this investment? That is answered in detail on the costs page.
Questions about choosing the right coach
How do I know if Jyotisha Tat is the right coach for me?
The discovery call is the clearest answer to this question. Thirty minutes of direct conversation will give you a much better sense of fit than any amount of reading. What to look for: does the coach understand your specific situation accurately? Do they ask good questions? Do you feel genuinely seen rather than processed through a framework? Is there directness alongside genuine care?
The specific indicators that this approach is likely to be a good fit: you have done conventional development and found it insufficient; you sense that what is limiting you is not primarily strategic or technical; you are dealing with health issues, recurring patterns, or inner pressure that has not responded to surface-level intervention; and you are genuinely open to working at a deeper level than you have before.
What credentials and experience does Jyotisha Tat have?
Jyotisha Tat works with CEOs and senior executives across Europe with a focus on authentic leadership development from the inside out. The methodology draws on decades of practice in ancient wisdom traditions combined with deep experience in business scaling and organisational development across the five maturity levels.
The most relevant credential for this work is not a certification — it is the track record of clients who have experienced genuine, lasting transformation. The discovery call is the opportunity to explore that directly.
How is this different from therapy or traditional counselling?
Therapy addresses psychological symptoms and supports wellbeing in a clinical context. This work is not therapy — it is leadership development that happens to go deeper than most. The focus is always on the practical outcomes: how you lead, how you relate, how your business grows, how you show up under pressure. The inner work is in service of those outcomes, not an end in itself.
Some leaders find it useful to work with both simultaneously — particularly if they are dealing with significant trauma or clinical symptoms. The two approaches complement each other rather than compete.
Questions about cost and commitment
What does this coaching cost?
Pricing is discussed in the discovery call, where it can be tailored to the specific programme and engagement structure that fits your situation. What is worth knowing in advance: this is an investment at the level of genuine executive development, not a commodity coaching service. The relevant comparison is not “what does this cost” but “what does it cost compared to what I am currently losing to the patterns it addresses.”
For most executives, the financial return on genuine development — through improved decision-making, team performance, and business growth — significantly exceeds the investment within the first year.
What if I start and it does not work for me?
The discovery call exists precisely to reduce this risk. It gives both parties the information needed to assess genuine fit before any commitment is made. The work is also inherently graduated — you will know within the first few sessions whether something meaningful is happening. Most clients report noticeable shifts in clarity, energy, and inner stability within the first month of consistent engagement.
Do I need to commit to a long programme or can I start small?
The Power Up programme has a defined structure: three workshops over three months with weekly group sessions. The Close Up individual coaching can begin with a shorter initial engagement to assess fit before committing to a longer programme. The discovery call is the place to discuss what structure makes sense for your specific situation.
Your next step after leadership advisor questions being answered
If this page has addressed your main hesitations and you are ready to move to the final stage — timing — the next step in the guide is below.
→ Continue to Step 9 : Why now is the right moment to begin
Or, if you are ready to have the conversation directly:
→ Book a discovery call — free, no obligation
→ Explore the full coaching services overview
Part of the Leadership Guide: Hub — find a leadership advisor · Step 1 — Pain overview · Leadership burnout · Revenue ceiling · Unable to inspire · Executives health · Team Culture · Step 2 — Assessment · Step 3 — Desire · Step 4 — Costs · Step 5 — Help · Step 6 — Process · Step 7 — Expert · Step 8 — Objections · Step 9 — Timing
Not all your leadership advisor questions might be answered by our guide. In that case please contact me and I will zoom into your specific situation and answer your specific leadership advisor questions.