Executive Coaching
One-to-one coaching for leaders whose roles carry real stakes — focused on how you lead, and tested in the work you are actually doing.
Senior roles change what is asked of a person faster than most people can adjust. A new remit, a bigger team, a board to answer to, peers who work differently — the habits that earned the appointment are not always the ones the role now needs. And the more senior the role, the less honest feedback tends to reach it.
Executive coaching is a structured, one-to-one relationship focused on you as a leader: how you make decisions, how you work with others, how you use your time and how you are experienced by the people around you. We do not hand you answers. We help you see your own patterns clearly, try new approaches in real situations and reflect on what happened.
Engagements are built around clear goals agreed at the start, often informed by input from people who work closely with you, and reviewed at set points so that you — and, where relevant, your organisation — can see whether the work is making a difference.
What you get
What an engagement typically delivers. The exact scope is agreed with you first.
Individual coaching engagements
A series of confidential one-to-one sessions, in person or online, built around the goals you set and the situations you are actually facing at work.
Transition and first-90-days coaching
Focused support when you step into a new role: understanding expectations, building key relationships early and deciding what to change and what to leave alone.
Feedback and stakeholder input
Structured conversations with people you choose — your manager, peers, direct reports — so the coaching starts from how you are actually experienced, not only from how you see yourself.
Clear goals and review points
A short set of development goals agreed at the start, with review points where we look honestly at progress and decide what comes next.
How we work
A first conversation
We meet to talk about what you want from coaching and whether we are the right fit. Coaching depends on trust, so this matters, and there is no commitment at this stage.
Setting the goals
We agree what the coaching is for and how progress will be recognised. If your organisation is sponsoring the work, we agree together what it will and will not see.
Coaching sessions
Regular sessions over an agreed period, each one linked to what is happening in your work. Between sessions you try things out, and we reflect on them the next time we meet.
Review and close
Midway and at the end we review progress against the goals, gather further input where useful and agree how you will keep developing once the engagement ends.
What changes
- A clearer view of your strengths, blind spots and habits under pressure
- A faster, steadier start in a new or expanded role
- Stronger working relationships with your team, peers and board
- Development goals that are specific, owned by you and followed through
Common questions
How is coaching different from advisory?
Coaching is mainly about you as a leader — your effectiveness, your behaviour and your development. Advisory is mainly about the decisions in front of you and the organisation around you. They overlap, and many leaders use both at different times.
Who sees what is discussed in the sessions?
The content of the sessions stays confidential. When an organisation sponsors the coaching, we agree at the start what is shared — usually the goals and a view of progress — and nothing beyond that without your agreement.
How long does a coaching engagement last?
It depends on the goals. A transition engagement may cover the first months in a new role; a broader development engagement usually runs for longer, with review points along the way.
How is it priced?
There is no standard price list, because the scope varies. We propose the cost together with the scope, so you can see both before you decide.
Let's talk about Executive Coaching.
A short conversation is usually enough to tell whether we are the right fit.