Executive Coaching
One-to-one coaching for leaders who are ready to close the gap between where they are and what they are capable of.
One-to-one coaching is the most personal and often the most powerful form of leadership development available. It works because it goes to the place that workshops and programmes cannot: the unique thinking, behaviour, and self-perception of one person, explored in depth, over time, in a relationship built on trust.
We offer executive coaching to senior and mid-senior leaders in organisations of all sizes. The quality of coaching we provide is the same quality available to the leaders of the world's largest organisations.
When Executive Coaching Works Best
Coaching is most valuable at moments of transition, pressure, or unrealised potential. Some of the situations we work with most often are:
a leader who has stepped into a larger role and finds that what worked before is no longer sufficient
a senior person whose technical capability is not in question but whose impact on the people around them is
a leader navigating a significant organisational change - a merger, a restructure, a culture shift - and needing space to think
a newly promoted leader managing former peers, or leading at scale for the first time
a senior leader who simply wants to perform at their best and has never had access to the kind of coaching that would help them
How We Work - The Process
Every executive coaching engagement follows the same four-stage process, though what happens within each stage is shaped entirely by the leader and their situation.
DISCOVERY > MATCHING > ENGAGEMENT > REVIEW
Discovery. We begin with a conversation - with you, and where appropriate with the leader's sponsor in the organisation. We want to understand the context, the development need, the culture, and what success would look like for the business.
Matching. Based on what we have heard, we identify the coach or coaches best suited to this leader's specific situation - by expertise, approach, style, and fit. We do not match algorithmically. We know every coach in our network personally and we make a considered recommendation. The leader meets the proposed coach before a commitment is made.
Engagement. The coaching relationship typically runs for three to six months, with sessions every two to three weeks. The format is one-to-one, usually virtual, with in-person sessions where geography and preference allow. We check in with all parties at regular intervals throughout - not to monitor content, which remains confidential - but to ensure the work is landing where it needs to.
Review. At the close of the engagement we review progress with the leader and, where appropriate, with their sponsor. What has changed? What remains to develop? What, if anything, would be worth continuing? Sometimes coaching has a natural end and sometimes new goals emerge.
What To Expect - Practical Details
Session length. Typically 60 to 90 minutes.
Frequency. Fortnightly, adjusted where the leader's schedule or the work requires it.
Duration. Three to six months as a standard engagement, with the option to continue or to return at a later stage.
Format. Virtual as standard, in-person available.
Confidentiality. The content of coaching conversations is confidential. We share only that the engagement is proceeding and, with the leader's agreement, high-level progress against their stated development goals.
Pricing. Based on the coach's experience level, the duration of the engagement, and the number of leaders involved. We do not publish a rate card - we provide a clear proposal following the discovery conversation.
The Matching Standard
The most important thing we do in an executive coaching engagement is to take the time to understand your leader, their context and what they want to achieve, then draw on our trusted network to find the coach who is right for them.
No directories to navigate. No random allocation. Just thoughtful matching, grounded in a genuine understanding of what makes a coaching relationship work.
Every coach in our network has been personally vetted by Tamsin and Ben. Our combined experience in senior roles at Performance Consultants International included vetting and coordinating over 300 coaches across more than 20 languages, giving us a deep understanding of what distinguishes great coaching. Some of the coaches we work with today are people we came to know and trust through that experience. Others have joined our network through relationships we've built since. Together, they form a carefully curated network of coaches whose expertise, approach and experience we know first-hand. We know how these coaches work. We know their areas of genuine depth. We know how they show up when a session goes somewhere unexpected. And we would not recommend a coach unless we were confident they were right for the leader, the situation and the moment.
Ready to find the right coach for your leader?
Tell us about the person and the situation. We will tell you whether we think executive coaching is the right response and who in our network we would recommend.