Detailed service breakdown
Each service can be booked independently. Many clients combine two: coaching for the individual leader and a workshop for their wider team.
Executive coaching
One-to-one work with a single leader, usually at director level or above. Sessions run fortnightly, each lasting 90 minutes, over a six-month period. That gives us twelve sessions in total.
We begin with a diagnostic phase. In the first two weeks, we interview five to eight people who work closely with the leader: direct reports, peers, and their own line manager. These interviews are confidential and follow a structured format we have refined over dozens of engagements. The themes from these conversations form the agenda for the first coaching session.
From session two onwards, we work on specific behaviours. Not abstract leadership theory. Concrete patterns: how the leader runs their weekly meeting, how they give critical feedback, how they respond when a project goes off track. Between sessions, the leader practises one agreed change and reports back.
- 360-degree diagnostic interviews (5 to 8 people)
- Written diagnostic summary for the leader
- Twelve 90-minute coaching sessions over six months
- Email support between sessions
- Mid-point review with the leader and their line manager
- Final written summary of progress and recommendations
Team alignment workshops
A two-day, off-site workshop for leadership teams of five to twelve people. We facilitate; you participate. The aim is to leave with written, shared agreements about decision rights, meeting structures, and accountability.
Before the workshop, we spend a half-day interviewing each team member individually. We ask the same five questions of everyone. The answers reveal where the team agrees (usually on the problems) and where they diverge (usually on who should fix them). We present these patterns anonymously at the start of day one.
Day one focuses on mapping the real decision-making structure. Not the org chart, which often bears little resemblance to how things actually work. We use a decision-rights matrix: for each type of decision, who proposes, who approves, who is consulted, who is informed. Teams typically discover that three or four decisions have no clear owner, and two or three have multiple people who each believe they own it.
Day two turns to working agreements. How often does this team meet? What gets decided in meetings versus offline? What does "done" look like for a piece of work? The output is a one-page document that the team signs. We then run monthly 60-minute follow-up calls for three months to check whether the agreements are holding.
- Pre-workshop individual interviews (half-day)
- Two full days of facilitated workshop
- Decision-rights matrix document
- Team working-agreements document
- Three monthly follow-up calls (60 minutes each)
Succession planning
A structured twelve-week process for organisations that need to fill a senior role from within. We work with the board or appointing panel to define the role clearly, assess internal candidates against that definition, and deliver a recommendation with supporting evidence.
Weeks one and two: we meet the appointing panel and agree the criteria. Not a generic competency framework, but the specific capabilities this role needs in this organisation at this point in time. If the role involves managing a merger, that goes on the list. If it requires rebuilding trust with a regulator, that goes on the list.
Weeks three to six: we assess each candidate. This involves a structured interview, a live exercise (we design a scenario relevant to the actual role), and confidential feedback from people who have worked with the candidate. We interview between six and ten colleagues per candidate.
Weeks seven to ten: we compile our findings into individual candidate reports and a comparative analysis. The reports are factual, not flattering. If a candidate has a significant development gap, we say so plainly and describe what closing it would require.
Weeks eleven and twelve: we present to the appointing panel, answer questions, and support their decision-making. After the appointment, we offer a 90-day coaching package for the successful candidate to help them settle into the role.
- Role definition workshop with appointing panel
- Structured assessment of each internal candidate
- Live scenario exercise (custom-designed)
- Confidential colleague feedback (6 to 10 per candidate)
- Individual candidate reports
- Comparative analysis and recommendation
- Panel presentation and Q&A
- Optional 90-day coaching for the appointed leader
Leadership diagnostic
Sometimes an organisation knows something is not working but cannot pinpoint what. The leadership diagnostic is a standalone assessment, usually completed in four to six weeks, that gives senior leaders a clear picture of how their organisation actually functions at the top.
We interview between fifteen and thirty people across the top two or three levels of the organisation. We observe at least two leadership meetings. We review key documents: board papers, strategy documents, recent staff survey results if available.
The output is a written report of roughly twenty pages. It describes what we found, identifies the three to five most significant issues, and recommends specific actions for each. We present the report in person and allow two hours for discussion.
Clients often use this diagnostic as a starting point before commissioning coaching or workshops. It gives everyone a shared, evidence-based understanding of the situation rather than relying on individual impressions.
- Fifteen to thirty confidential interviews
- Observation of two or more leadership meetings
- Document review
- Written diagnostic report (approx. 20 pages)
- In-person presentation and discussion (2 hours)
How an engagement typically works
From first call to final deliverable, here is what to expect.
Initial conversation (free, 30 minutes)
You tell us what is going on. We ask questions. By the end, both sides know whether there is a fit. If there is, we send a short proposal within a week.
Proposal and agreement
Our proposals are typically two to three pages. They describe the scope, the timeline, the fee, and what we need from you. Fees are fixed, not hourly, so there are no surprises.
Diagnostic or intake phase
Every engagement starts with listening. Whether it is 360 interviews for coaching or organisation-wide interviews for a diagnostic, we spend the first portion of the work gathering information before we act on it.
Delivery
Coaching sessions, workshop days, or assessment activities happen during this phase. We keep in regular contact with your internal sponsor so nothing drifts.
Wrap-up and follow-through
We deliver a written summary or report, present it, and make ourselves available for follow-up questions for 30 days after the engagement ends at no extra charge.
A note on fees
We quote fixed fees for every engagement. An executive coaching programme typically falls between £8,000 and £14,000 depending on the seniority of the leader and the complexity of the diagnostic. Team alignment workshops range from £6,000 to £10,000. Succession planning starts at £12,000 for up to three candidates. We are happy to discuss your budget openly in the initial conversation.