What I do
Every organisation's challenge is different, so I don't start with a product. I start by understanding what your leaders and teams need to deliver, then use whichever combination of coaching and development fits. Sometimes that's one conversation with one leader; sometimes it's a programme across a whole leadership population. I work with organisations across the UK and Europe, in person or online.
Executive coaching
For senior leaders stepping into bigger roles, leading through significant change or ready to raise their impact. Coaching is confidential and focused on the leader's real situation, with clear links back to what the organisation needs from them.
Typically a programme of sessions over six to twelve months, in person or online, agreed with the leader and their sponsor at the start.
Senior team coaching
For leadership teams that need to work better together: agreeing priorities, having the difficult conversations and leading the organisation as one team rather than a collection of functions.
Usually a mix of team sessions, individual conversations and work between sessions, designed around the team's real agenda.
Leadership development
Programmes designed around your organisation's priorities, from senior leadership populations to future leaders and succession pipelines. I've designed and delivered work ranging from C-suite succession development to multi-module global leadership programmes.
Delivered personally, and through a trusted network of associates when the work needs scale.
Assessment and insight
Where it adds insight, I use psychometric and 360-degree assessment to give leaders and teams a clear picture of their strengths and blind spots. I'm qualified in a range of psychometric tools, including the Hogan assessments, the FIRO-B® instrument and a number of 360-degree assessments. Through my associate network, I can also draw on colleagues accredited in a wider range of tools, so the assessment we use fits what you need, rather than what one person happens to be trained in.
How the work is delivered
- Personally: I lead executive and senior team coaching myself.
- With trusted associates: a network of experienced coaches and facilitators I've worked alongside for years, when the work needs scale or specialist expertise.
- With AI-enabled practice tools: where they genuinely help leaders practise and build skills between sessions, never in place of the human relationship.
How we'd work together
- 1
A conversation.
We start with what's happening in your organisation and what needs to change. If I'm not the right answer, I'll say so.
- 2
Understanding the need.
I talk to the people involved, use assessment where it adds insight and agree with you what success looks like and how we'll know we've got there.
- 3
Design and delivery.
Coaching, team work or a programme, designed around your priorities and delivered personally or with trusted associates.
- 4
Reviewing the impact.
We check progress against what we agreed, with you and your leaders, and adjust as we go.
Coaching for yourself
Not every leader wants to wait for their organisation to invest in them. I also work directly with senior leaders who choose to fund their own executive coaching, often at a turning point: a bigger role, a career decision or a stretch where an independent, confidential sounding board makes the difference.
The coaching works in the same way as it does for organisations: a programme of sessions, in person or online, focused on what you want to achieve. It's entirely confidential, and your employer doesn't need to be involved.
The best first step is a 15-minute introductory call to talk about where you are and whether we're a good fit.
"Our conversations have helped me become more intentional about how I lead, shifting my focus from having all the answers to building trust, creating clarity, and empowering others."
Let's talk about what your leaders need next.
Looking for executive coaching for yourself? Find out how I work with individual leaders