Coaching and Services

Executive Performance Coaching

The core one-to-one offer of the practice. Ongoing coaching for senior leaders operating at the edge of their remit, delivered as a defined engagement with a diagnostic at the start and a structured handover at the end.

Sessions look at three things in rotation: the decisions in front of the leader, the operating conditions supporting or eroding them, and the leader's own working shape (calendar, energy, attention, honest self-appraisal). Progress is measured against a small number of specific commitments agreed at the design stage, not against a generic framework.

Typically run as a six-month engagement with fortnightly sessions, in Reading or by video. Suitable for CEOs, chief officers, VPs, managing directors and equivalents.

Leadership Team Performance

Coaching and light consulting for the full leadership team. The work sits above the individual coaching remit and beneath a full transformation programme: what the team is really there to decide, who it needs in the room to decide it, and the working rhythm it holds to between meetings.

Delivered as a mix of full-team sessions, small-group work, and individual time with the members of the team who will lead the changes on the ground. The engagement usually surfaces a small number of specific changes to how the team runs, then holds the team to them.

Typically run as a six-month engagement, with monthly full-team sessions and a supporting one-to-one cadence with the team leader.

Founder Coaching

A distinct practice area for founder CEOs. The remit of a founder is difficult to separate from the person of the founder, and the coaching work has to hold both at once. We look at role, ownership, board relationships and the specific transitions founders find hardest: hiring above yourself, letting go of the work that built the company, and staying in the seat once the seat has changed shape.

Especially useful in the twelve to eighteen months around a serious institutional round, a step change in headcount, or an executive-team rebuild. Run as a three-month intensive or a six-month engagement.

Decision-Making and Judgement Coaching

Targeted work on the quality of the calls a leader is being asked to make. We look at the specific decisions in front of you, how you are framing them, the sources of information you are drawing on, and what the last twelve months of decisions say about the biases in the operating system.

Typically run as a shorter, more intensive engagement in the run-up to a strategy cycle, a board year, a large capital allocation, or a difficult personnel decision. Can be run standalone or embedded inside a longer performance coaching engagement.

Operating Cadence and Team Rhythm

The light management consulting side of the practice. Weekly one-to-ones, monthly reviews, quarterly business reviews, decision rights, and the sequence in which they run. Where a leadership team feels busy but poorly aligned, the answer is almost always here.

Delivered as a short diagnostic followed by a designed cadence and a supported first quarter. The output is not a slide deck. It is a working rhythm the team can hold to on its own after the engagement ends.