“… feel unprepared for the challenge of stepping up into a new role…”

“…technically competent but lack the people management skills needed to elicit the best out of your direct reports…”

“…don’t want to repeat the things you have seen your peers do or get labeled as a bad leader…”

These are common organisational scenarios where executive coaching can be used to provide the skills and confidence to help individuals succeed.

We work with executives across a range of industries, government departments and organisation types to meet the challenges and demands for successful performance.

A coach is a tutor who gives private or specialist teaching focused on enabling greater levels of individual or group performance. A coach can enhance performance by simply acting as a sounding board or challenging thinking. A coach can stimulate creativity by providing tools and techniques to assist in developing skills, providing encouragement and boosting self confidence simply by providing a safe, non threatening environment out with the immediate work environment.

Coaching can be particularly effective if it can be related to hard earned experience, illustrated by example and offered in a calm and measured way; we all know that a situation is easer to deal with if you have experienced something similar before.

Coaching is an effective way to embed and reinforce cultural change and to foster strong, leadership in change programmes. Experience shows that executives who have been coached well and exposed to scenarios that draw out our innate skills before they are required in a crisis approach transitions and obstacles with more confidence and skill and therefore achieve better results for their organisations and for themselves. It has been proven that coaching supports participants to develop their potential and apply it productively.

Coaching is an investment in the individual’s own capability, along with lifting the capability of the organisation. With well aligned objectives, coaching achieves tangible and sustainable results. We concentrate on making a real and lasting difference at the senior level. The individual receiving the coaching feels valued by the organisation and the flow on benefits cascade downwards and throughout the organisation.


The role of CEO is demanding and complex yet our preparation for the role is often scant at best. CEOs have positions of power and authority, yet to be successful they must be able to influence, gain and retain support from diverse stakeholder groups. A technically competent manager no matter how good often fails to understand and reconcile the competing priorities the reality and practicality of working within this context present until it is too late.

We support CEOs as coach and sounding board, to reflect, gain clarity, establish and execute their agenda. We provide someone you can trust to try ideas out on and to provide constructive criticism in a timely and safe environment that does’t risk your reputation.


Many executives who join a senior team for the first time find it is an experience for which they are under prepared. We help them comprehend and become confident in their new role, which often requires them to wok in a collegiate environment for the first time – becoming a business leader, not just a manager of part of the business. Fast tracking this transition helps them make a valuable contribution to their own and the business’ success.

It is important for executives to experience coaching as something that benefits them both professionally and personally; something that challenges and stretches, whilst delivering rewards. A coach can act as a sounding board, provide tools and techniques to help the client perform.

We respect you the client and your agenda. We work hard to understand your agenda and your business. Our coaching interventions are paced to your capacity; are intellectually robust; challenging and are linked to both the organisational and individual’s objectives.

We believe establishing rigour around the coaching engagement process is fundamental to a program’s success. The coaching engagement process includes:

  • Ensuring the ‘chemistry’ is right between the coach and client and establishing trust
  • Agreeing on the length of engagement - normally six months is required to achieve and embed the desired behavioural shifts
  • The style and rhythm of sessions
  • Gathering relevant information to assist in the coaching program, e.g. from stakeholder interviews, performance reviews and company information
  • Holding meetings with the coach, client and the client’s sponsor throughout the process to set objectives and share information
  • Ensuring coaching objectives are agreed early and reviewed regularly to guide the program and measure success

Our extensive experience across in the UK, Europe, the USA and New Zealand in some very difficult and challenging scenarios brings a very pragmatic approach based upon experience, business and change outcomes.

Comments are closed.