Coaching for People Who Lead People
Coaching for People Who Lead People
When leaders thrive, so do the people around them. I partner with organisations to support the people who hold responsibility for others – the ones making decisions, holding pressure, and shaping culture every day.
My work is relational, practical, and grounded: space to think clearly, be honest, and move forward with confidence – without losing the human underneath the role.
Executive Coaching for Organisations
I usually work with organisations in focused three-month coaching sprints. We choose one leader (or a small cohort), agree the priorities, and build momentum around the things that will make the biggest difference.
At the end of each sprint, we review what’s changed and decide whether to:
- continue for a further three months with refined goals,
- shift focus to a new priority, or
- conclude the work and capture the learning.
This rhythm gives leaders enough time to create meaningful change, while still aligning neatly with quarterly goals, performance cycles, and project timelines.
3-Month Leadership Coaching Partnership
Typically includes:
- Regular 1:1 coaching sessions for your leader (usually every 2–3 weeks).
- Clear aims and measures of success agreed at the outset.
- Optional sponsor / HR briefing to align expectations.
- Light-touch support between sessions where useful.
- A space that is confidential, challenging, and deeply supportive.
Investment: agreed by proposal, depending on scope and number of leaders involved.
If you’d like to explore coaching for more than one leader, we can design a package to fit your context and budget.
What Changes in Three Months
Every leader, organisation, and context is different – but over an initial three-month sprint, clients often notice:
- Clearer priorities – less noise, more focus on what really matters.
- Calmer decision-making – less firefighting, more deliberate choices.
- Stronger communication – more honest conversations, fewer misunderstandings.
- Better boundaries – protecting time, energy, and attention.
- Greater confidence – backing their judgement and taking cleaner action.
Three months is long enough to see real traction on a key goal, and short enough to keep things sharp, experimental, and results-focused.
How We’ll Work Together
You contact me with a short outline of the leader, context, and what you're hoping will change. We’ll then have a 30–45 minute call to explore what’s happening, what success would look like, and whether coaching is the right fit.
We agree the focus, practical measures, and how stakeholders (for example HR or a sponsor) are involved. I then work 1:1 with your leader over three months, usually meeting every 2–3 weeks, with light support between sessions where helpful.
We review progress against the original aims: what’s shifted, what’s now easier, and what still needs attention. Together, we decide whether to extend for a further three months, change focus, or wrap up and capture learning.
Results, in Clients’ Words
“Talking things through out loud helped me unravel my thoughts and move forward with clarity.”
— Ryan Horne, Risk Analyst
Questions Organisations Ask
How do we measure success?
We’ll agree upfront what a “good outcome” would look like – for the leader, their team, and the organisation. That might include specific behaviours, decisions, or business outcomes. We’ll use those as reference points throughout our work and during our review.
Is it confidential?
Yes. Coaching works because leaders can be honest. Sessions are confidential – with any sponsor or HR updates agreed in advance with the coachee, and focused on themes and progress rather than private details.
Can HR or a sponsor be involved?
Absolutely. It’s often helpful for HR or a sponsor to be involved at the beginning and end of a coaching sprint, so that we stay aligned with organisational goals. We’ll keep those conversations simple and focused.
Do you coach internationally?
Yes. Most organisational coaching is held online, which means I can work with leaders across time zones. If you’re interested in in-person sessions or workshops, we can discuss what would be most useful.
Let’s make leadership feel lighter and more effective
If you’re exploring coaching for one of your leaders (or a small group), I’d love to hear what’s happening and what you’re hoping will change.
Share a short outline via the form, and I’ll come back to you with some options for how we might work together.