The work a leader
can't do in public.
A confidential, six-month engagement for senior leaders carrying real consequence. Grounded in psychology, contracted with your sponsor, measured against behavior your organization can observe.
6 months
Standard engagement
Fortnightly
90-minute sessions
360°
Stakeholder input at 0, 3, 6
In person or remote
Across four time zones
The method
Five phases, no mystique.
Coaching fails when it stays in the room. Every phase is designed to make the change visible to the people the leader works with.
- 01
Diagnose
Stakeholder interviews, a validated assessment and a candid baseline conversation. We name the two or three behaviors that actually move outcomes.
Weeks 1–2
- 02
Contract
Goals agreed in writing with the leader and the sponsor. Confidentiality boundaries made explicit so the room stays honest.
Week 3
- 03
Practise
Fortnightly 90-minute sessions plus between-session experiments run in the leader's real meetings — not hypotheticals.
Months 1–6
- 04
Embed
Short reinforcement work with the leader's own team, so the change is visible to the people it is supposed to serve.
Ongoing
- 05
Measure
A repeat stakeholder pulse at month three and month six. The sponsor sees movement, not a satisfaction score.
Months 3 & 6
What the leader leaves with
Concrete things, not a feeling.
- →A written baseline report with stakeholder themes
- →Two to three contracted behavioral goals, agreed with the sponsor
- →Twelve 90-minute confidential sessions over six months
- →Between-session experiments and a running practice log
- →Mid-point and closing stakeholder pulse with a comparison read
- →A final transition plan the leader keeps
Who this is for
- →Newly appointed C-suite and VP-level leaders in their first 12 months
- →Founders scaling past the point where they can be in every decision
- →Technical and functional experts moving from expertise to influence
- →High-performers whose impact is capped by how they land on others
Who this is not for
- ✕Performance-management cases dressed up as development
- ✕Leaders who have been sent rather than have chosen to come
- ✕Engagements where no sponsor will agree to measurement
Investment
from $14,000
Per leader, for the full six-month engagement.
Includes diagnostics, twelve sessions, stakeholder pulses and reporting. Team packages of three or more leaders are quoted with a facilitated team track included. Final scope is confirmed after the chemistry session.
Common questions
How is this different from mentoring?
A mentor gives you their answers. Coaching builds your capacity to find better ones under pressure — with a psychologist's read on what is getting in the way.
What stays confidential?
Everything said in session. The sponsor receives progress against the agreed goals and nothing else. That boundary is contracted before we start.
How do you measure it?
A stakeholder pulse at baseline, month three and month six, plus the specific behavioral commitments made during contracting.
Can this run for a whole leadership team?
Yes — individual coaching plus a facilitated team track. That combination is where most of the organizational movement happens.
Chemistry first.
Contracts later.
A no-obligation session to test the fit. If we are not the right coach for this leader, we will say so.
Request a chemistry session