The Art and Science of Personal Development: A Dialogue with Tess Pereira
In today’s interview, we have the pleasure of speaking with Tess Pereira, a dedicated psychologist and coach who focuses on personal development and emotional well-being. With her deep understanding of psychology and public health, Tess works with individuals at different stages of life, helping them navigate challenges and achieve lasting positive change. From leadership coaching to supporting young people, Tess brings a wealth of experience and a compassionate approach to her work. We are excited to hear her thoughts on how coaching can make a real difference in both personal and professional growth.
TFS: Welcome, Ms. Pereira, to TFS! We are thrilled to have you with us today. Your journey and passion for personal development are truly inspiring, and we cannot wait to share your story with our readers. It’s an exciting opportunity to learn from your experiences and insights!
Tess Pereira: Thank you so much for the kind welcome! It’s a real pleasure to be here, and I’m thrilled to share my journey with your readers. I’m looking forward to connecting with everyone and hope that my experiences resonate with those who are reading.
TFS: Ms. Pereira, to start us off, what inspired you to launch Tess Pereira Coaching, and how have your experiences in psychology and public health shaped the kind of services you provide?
Tess Pereira: Honestly, it all started with a deep desire to set an example for my children. I wanted to show them that it is possible to grow, pursue your passions, and make a difference, all while balancing family life. For me, becoming a psychologist and a coach was about embodying the values I want them to see in action—hard work, empathy, and resilience. Not just talking about those principles, but living them was important to me.
On a broader level, I founded Tess Pereira Coaching because I am truly passionate about helping people create meaningful, lasting changes in their lives. My approach is very holistic and grounded in psychological principles, offering clients evidence-based tools and strategies to navigate challenges.
My background in public health has added another layer to this, as it has helped me focus not only on individual growth but also on the importance of healthy habits and recognising the external factors that can influence someone’s success and happiness. It is all connected, really—when we address the whole picture, change becomes much more sustainable.
TFS: You work with such a broad range of clients, from executives to preteens and teenagers. How do you adapt your coaching approach to meet the needs of such diverse groups?
Tess Pereira: That is a great question. It really comes down to understanding each client’s unique goals, challenges, and stage of life, and then drawing on a range of coaching techniques that suit their specific needs. With such a broad spectrum of clients—from busy executives to teenagers navigating their formative years—flexibility is key.
For example, when working with executives, I take into account the high-pressure environments they are often in. I focus on strategies to help them build resilience, improve decision-making, and enhance their team management skills. The sessions are often geared towards practical, results-driven approaches that can be applied to their professional challenges.
With younger clients, it is a completely different approach. For preteens and teenagers, the focus is much more on building self-esteem, managing peer pressure, and developing social and emotional skills. At this stage, coaching involves more guided discussions, engaging activities, and emotional support to help them better understand themselves and navigate the complexities of growing up.
My background in psychology plays a big role here, as I use evidence-based practices throughout my coaching. For adults, I often rely on cognitive-behavioural techniques to help them address self-limiting beliefs, manage stress, or shift unhelpful thought patterns. For teenagers and preteens, I draw on developmental psychology to provide tools that align with their emotional and cognitive needs, helping them build resilience, regulate emotions, and set meaningful goals.
Ultimately, it is about blending my expertise in psychology and public health with a solid understanding of each client’s circumstances. This approach allows me to provide flexible, customised support that empowers clients—regardless of their age—to achieve personal and professional growth in a way that makes sense for their lives.
TFS: Your “ABCD” method sounds like a very comprehensive framework. Could you tell us more about how it works and how it helps your clients achieve emotional well-being and personal growth?
Tess Pereira: Absolutely, I would be happy to. The “ABCD” method is something I developed to provide a structured, holistic approach to coaching. It is designed to address all the key aspects of a person’s well-being—emotional, physical, cognitive, and deeper purpose. Each element works together to help individuals create balance, resilience, and fulfilment in their lives.
The “A” stands for Affective and Emotional Needs. This is about understanding and managing emotions—how clients handle their feelings, emotional triggers, and relationships. By exploring these areas, clients can pinpoint where their emotional needs might be unmet. We work together to develop healthier coping mechanisms, build emotional intelligence, and improve stress management. A big part of growth comes from being more in tune with emotions, which naturally leads to stronger and more supportive connections with others.
“B” is for Basic Needs, which are really the foundation for everything else. These include fundamental aspects like physical health, financial stability, and having a safe, secure environment. If someone’s basic needs are not met, it is hard to focus on anything beyond day-to-day survival. At this stage, the focus is on identifying any gaps in these foundational areas and finding ways to address them so clients feel more stable and able to focus on their growth.
Then we have “C” for Cognition. This part focuses on how clients think, process information, and respond to challenges. Often, limiting beliefs or negative thought patterns can hold people back without them realising it. Here, I help clients identify those unhelpful thought processes, challenge cognitive biases, and reframe their thinking. It is about moving towards a more empowering, constructive mindset that supports growth and positive change.
Finally, “D” is for Depth, which is about meaning and purpose. This is where we explore clients’ core values, passions, and long-term goals—what really drives them. Having a clear sense of purpose can be life-changing; it gives people the motivation and resilience to keep going, even when they face challenges. When clients connect with what matters most to them, they can align their actions with their values and gain a much deeper sense of fulfilment.
The beauty of the “ABCD” method is that it is multi-dimensional. It does not just focus on one part of life—it looks at everything that contributes to a person’s overall well-being and growth. By integrating these elements into the coaching process, clients can develop a balanced and integrated approach to life. It creates a solid foundation for long-term success, not just in achieving goals but in living a healthier, more meaningful life.
TFS: Cognitive Behavioural Therapy (CBT) and Neuro-Linguistic Programming (NLP) are approaches you incorporate into your coaching. How do you think they help clients break negative cycles and build new positive habits?
Tess Pereira: Both CBT and NLP play a really valuable role in the coaching process. They are both centred around changing unhelpful thought patterns and behaviours, but they go about it in slightly different ways, which is what makes them so effective when used together.
CBT, for instance, is a very well-established approach that helps people identify and challenge the negative thinking patterns that contribute to emotional distress. A lot of issues, like anxiety, stress, low self-esteem, or even depression, often come from these repetitive, unhelpful ways of thinking. CBT offers a structured, evidence-based framework for recognising these thoughts, questioning their validity, and replacing them with healthier, more constructive alternatives. It is very practical and effective, especially when people feel stuck in certain cycles.
NLP, on the other hand, is slightly more creative and experiential. It is based on the idea that the language we use—whether internally in our minds or externally with others—shapes how we view the world and behave. NLP techniques focus on identifying and shifting the underlying neurological processes that drive our habits and thought patterns. It is about helping clients reprogram those unconscious patterns so they can make better choices and respond to situations in more empowering ways.
When used together, CBT and NLP really complement each other. CBT provides that structured, step-by-step approach to identifying and reshaping negative thoughts, while NLP adds tools that reinforce those changes in a way that feels intuitive and practical. For example, if a client is working to overcome self-doubt, CBT might help them challenge those beliefs logically, while NLP could help them visualise success and feel the emotional shift that comes with it.
It is about giving clients both the understanding and the tools to make lasting changes. Combining these approaches allows people to not only break free from negative cycles but also develop new, positive habits that feel natural and sustainable. It is incredibly rewarding to see how these methods can empower someone to take control of their thinking, their behaviours, and ultimately their life.
TFS: As a master NLP practitioner, how do you use linguistic and behavioural analysis to help clients overcome addictions and make lasting changes?
Tess Pereira: The way clients speak and the habits they repeatedly engage in often hold the key to understanding and breaking the cycle of addiction. As a master NLP practitioner, I focus on both the language patterns and behavioural triggers that keep clients stuck, helping them replace those patterns with healthier, more empowering alternatives.
Language, in particular, plays a huge role in how clients perceive themselves and their ability to change. Addictive behaviours are often underpinned by disempowering phrases like “I cannot stop” or “I need this to cope.” These statements create a sense of helplessness and reinforce the very behaviours they want to escape. By helping clients reframe their language—shifting from “I need this” to “I choose to make healthier decisions”—they begin to see themselves as capable and in control. This change in mindset is often the first step towards breaking free.
I also integrate behavioural analysis to help clients recognise the triggers and patterns that fuel their addiction. These might be external factors like stressful environments or internal ones such as emotional responses. By identifying these cues, we can develop alternative, healthier responses. For example, if a client reaches for an addictive substance when feeling overwhelmed, we create strategies such as mindfulness techniques or grounding exercises to replace that automatic response with something constructive.
Lastly, I work to reconnect clients with their deeper values and motivations, which can often feel lost amidst the struggles of addiction. When clients rediscover their purpose—whether that is improving their health, reconnecting with loved ones, or achieving their long-term goals—they find a powerful drive to sustain lasting change.
It is truly inspiring to witness clients not only break free from addiction but also step into a healthier, more fulfilling version of themselves. Seeing their growth and newfound confidence is one of the most rewarding parts of what I do.
TFS: In your experience, how can leadership and executive coaching impact both the performance of an organisation and the well-being of its employees?
Tess Pereira: Leadership and executive coaching really do make a difference, both for the organisation and the people within it. I’ve seen firsthand how it empowers leaders to make a tangible impact on performance by equipping them with the skills they need to navigate challenges and guide their teams effectively.
For example, coaching helps leaders sharpen their strategic thinking, decision-making, and communication skills. These are essential when it comes to driving business objectives and aligning teams with the broader vision of the organisation. The more a leader can manage change, set clear goals, and make thoughtful decisions, the better the organisation performs in terms of productivity, efficiency, and competitiveness.
But what really sets coaching apart is the focus on emotional intelligence. Leaders who develop their emotional awareness and management not only handle their own emotions better but also learn how to connect with and support their teams in more meaningful ways. This results in stronger relationships and better teamwork.
And then there’s the impact on employee well-being. When leaders are empathetic and truly care about their teams, it creates a work environment where employees feel valued and supported. Leaders who understand the importance of work-life balance and mental health help to reduce burnout and stress and foster a more engaged workforce. This kind of leadership can really boost employee morale and job satisfaction.
Finally, coaching can help leaders implement development programs that support employees’ growth. When staff members see that their development is a priority, they feel more motivated, loyal, and productive—which ultimately benefits the entire organisation.
So, it’s really about nurturing both the leadership and the team to create an environment where everyone can thrive.
TFS: You’ve facilitated exceptional workshops around workplace health and well-being. What are the key challenges companies face in promoting employee well-being, and how do you help them overcome these obstacles?
Tess Pereira: It’s always interesting to see the challenges organisations face when it comes to promoting employee well-being, and in my experience, the obstacles are often more complex than they first appear. One major issue is the lack of awareness. Many companies focus solely on physical health, thinking that’s enough, but what about mental, emotional, and social well-being? It’s important to adopt a more holistic approach to wellness; otherwise, employees’ diverse needs aren’t fully addressed.
So, I help companies take that broader view. In my workshops, we explore how mental health, stress management, work-life balance, and emotional support all play a vital role in overall well-being. I guide organisations to make these elements part of their wellness programs, making sure every aspect of health is considered.
Another big challenge is the stigma around mental health. Too often, it’s still seen as a taboo subject, which stops employees from seeking the help they need. That’s where I step in—by helping companies normalise mental health conversations and create a supportive environment. We focus on training leaders to be more empathetic, provide mental health resources, and encourage open dialogue, which, over time, helps break down that stigma and encourages employees to get the support they need without fear of judgement.
Then there’s the issue of burnout. Excessive workloads and unrealistic expectations can really take a toll. I’ve seen it lead to disengagement, decreased productivity, and high turnover. To tackle this, I help companies implement workload management strategies and teach time management skills. We also talk about the importance of taking regular breaks and how to develop flexible work policies that not only support employees but also prevent burnout.
And, of course, none of this would work without strong leadership commitment. I often say, ‘How can we expect employees to prioritise their well-being if their leaders aren’t setting that example?’ That’s why I spend time coaching leaders to recognise how their behaviour directly impacts their teams. When leaders actively support well-being and model healthy habits, it sets the tone for the entire organisation and creates a culture of care.
When all these factors come together—education, leadership buy-in, open communication, and well-thought-out strategies—that’s when you see real change. My workshops are designed to empower companies to take a sustained, comprehensive approach to well-being, leading to higher employee engagement, greater productivity, and an overall positive work environment. Ultimately, that benefits both the individuals and the organisation as a whole.
TFS: The “4 Pillars of Happiness and Positivity in the Workplace” are central to your corporate coaching approach. Could you share more about these pillars and how they impact employee engagement and performance?
Tess Pereira: Yes, absolutely! The “4 Pillars of Happiness and Positivity in the Workplace” are really the backbone of my coaching approach. They’re about creating an environment where employees thrive—not just in terms of their job satisfaction, but in their overall well-being and performance too. When these pillars are in place, it transforms the workplace into one where employees are motivated, productive, and truly engaged.
Let’s start with purpose. When employees understand the “why” behind their work, they’re naturally more connected to the organisation’s goals. Have you noticed how much more engaged people are when they can see how their efforts contribute to a larger mission? It’s because purpose drives passion. When employees are connected to the company’s mission, they go the extra mile. It’s that sense of purpose that leads to higher job satisfaction and performance.
Then, there’s connection. Employees need to feel supported, not just by their leaders, but by their colleagues as well. How many times have you seen how trust and open communication enhance teamwork? That’s what connection is all about. When employees feel they have strong, positive relationships at work, they collaborate more easily, and their creativity flows. This leads to better problem-solving and a more productive environment. Plus, it fosters a sense of belonging, which is key to engagement.
Recognition is another pillar that can’t be overlooked. We all know how motivating it is to be acknowledged for our hard work, right? Whether it’s a small gesture or a big achievement, recognition has an immediate positive effect. It boosts confidence and encourages employees to continue performing at their best. What I’ve found is that consistent recognition helps create a culture of gratitude, where employees feel truly valued. And when employees feel valued, they’re more likely to stay committed to the company, reducing turnover.
Finally, there’s growth. Employees want to know that there’s room for advancement, both professionally and personally. Do you think employees who see opportunities for development feel more motivated? Absolutely! When companies invest in training, mentorship, and career progression, employees feel supported and capable. This not only keeps them engaged, but it also encourages long-term loyalty. Growth opportunities help employees reach their potential and drive performance while also ensuring the organisation benefits from a highly skilled and motivated workforce.
By integrating these four pillars—purpose, connection, recognition, and growth—into the company culture, organisations can create a more positive and productive environment. When employees feel happy, supported, and engaged, it boosts their overall performance and satisfaction. It’s a win-win situation for everyone!
TFS: You’ve mentioned the importance of supporting leaders through periods of burnout. How do you guide them through these challenging times, and what strategies do you focus on to ensure burnout doesn’t become a recurring issue?
Tess Pereira: It’s a tricky situation, but with the right approach, leaders can not only recover from burnout but also set themselves up for long-term well-being. The key here is recognising the signs early, addressing immediate needs, and then implementing strategies that help prevent burnout from cropping up again.
The first step, as you can imagine, is awareness. Leaders, especially, tend to push themselves too hard without realising they’re burning out until it’s almost too late. This is why one of the first things I do is help them identify the early signs—things like fatigue, irritability, lack of motivation, or feeling overwhelmed. It’s not always easy to spot these things in the moment, so I work closely with them to develop a practice of self-awareness. I encourage them to check in with themselves regularly, both physically and emotionally. That way, they’re more likely to catch burnout early before it escalates.
Once we acknowledge that burnout is happening, the next step is recovery. And recovery, in my experience, requires a mix of different strategies. Time management is a huge part of that. I help leaders assess their workload, prioritise tasks, and delegate more effectively. Often, leaders take on too much, and that can be a recipe for burnout. I guide them in setting more realistic goals and managing their time better, which allows them to step back and recharge.
Stress management is another crucial area. I introduce practices like mindfulness, deep breathing, meditation, and journaling to help leaders regain their focus and calm their minds. I also emphasise the importance of physical self-care—things like exercise, nutrition, and sleep. These are foundational to recovery, and I work with leaders to build routines that prioritise their physical health.
To make sure burnout doesn’t come back, we need to look at sustainable, long-term habits. This is where we shift focus to things like work-life balance. It’s all about setting clear boundaries between work and personal life, learning how to say “no” when necessary, and managing expectations so they’re not constantly overcommitting themselves.
Delegation is also key. Many leaders feel they need to do it all, but by learning to delegate effectively, they reduce their stress and empower their teams at the same time. It’s a win-win. I coach leaders on how to trust their teams, which lightens their load and boosts team morale and performance.
Regular reflection is another habit I encourage. Leaders should regularly check in with their workload, emotional health, and work habits to make sure stress isn’t building up again. I also encourage them to build strong support systems, both professionally and personally. Having someone to talk to, whether it’s a mentor, coach, or peer group, makes all the difference. It helps them feel less isolated and more supported.
Lastly, I believe it’s important to create an environment that prioritises mental health across the whole team. Leaders can set the tone by modelling healthy behaviours, encouraging open communication, and making sure employees feel comfortable seeking help when they need it. When the whole culture is aligned around well-being, it reduces the risk of burnout for everyone.
Through this holistic approach, leaders not only recover but develop the tools to lead sustainably. They come out the other side stronger, more resilient, and ready to continue their work without the fear of burnout returning.
TFS: For potential clients interested in your services, what’s the best way for them to get in touch with you?
Tess Pereira: There are several ways potential clients can reach out, and I make it easy for them to connect with me in whichever way suits them best.
The most direct way is through my website—www.tesspereiracoaching.com—where clients can fill out a contact form to either ask questions or schedule a consultation. It’s a simple and straightforward option for anyone who wants to learn more about what I offer.
Alternatively, they can always drop me an email at info@tesspereiracoaching.com. This is perfect for more detailed enquiries, whether it’s about coaching programs, workshops, or packages. I’m more than happy to respond with all the information they need.
If someone prefers to speak directly, they can give us a call at +971552274832. That way, we can have a quick conversation or schedule a free initial consultation to discuss how my coaching can support their personal or professional goals.
I’m also quite active on social media, especially LinkedIn (Tess Pereira) and Instagram (@tesspereira.Psychologist.coach). These platforms are great for staying updated on upcoming workshops and coaching events, or simply to drop me a message if you’d like to know more.
And if someone’s unsure and just wants to explore whether coaching could be the right fit for them, I offer a free discovery call. It’s a chance to discuss their needs and see how I can support them in achieving their goals.
All in all, I’ve made sure there are multiple ways for clients to connect and take that first step on their coaching journey. It’s all about making the process as easy and accessible as possible.
TFS: Thank you so much, Ms. Pereira, for taking the time to share your insights and experiences with us today. We truly appreciate your openness, and I’m sure our readers will find your approach to coaching and well-being incredibly valuable. It’s been a pleasure speaking with you, and we look forward to hearing more from you in the future!