executive coaching

  • Senior leaders in high-stakes roles
  • People Directors buying coaching for executives
  • New executives who need a steady start
  • Decision drift.
  • Slow delivery.
  • Friction at the top.
  • Unclear ownership.
  • Communication that gets lost under pressure.
  • Decisions land faster and stick
  • Ownership is clear and the right people step up
  • Meetings get shorter and do the job
  • Delivery moves without noise
  • Calmer presence under pressure
Week 1: goals, context, success picture.
Week 2: baseline of decisions, meetings, ownership. Early moves.
Week 3: priorities and rhythms. One habit to install, one to stop.
Week 4: review, adjust, confirm next 30-day plan.

You will see cleaner decisions and clearer ownership inside the first cycle.

Short cycles.
Useful tools you can use the same day.
Plain language.
Respectful challenge.
Confidential.
Tools used: practical playbooks, meeting routines, action trackers.
When useful: Thomas PPA to tailor the work.

PACKAGES
CORE
3 months - 6 sessions

Two 60-minute sessions per month

Optional 90-minute kick-off to set goals and baselines

Light support between sessions

Simple behaviour and delivery tracking

Best for: targeted shifts with a clear business focus.
​DEEP
6 ​months - 12 sessions

Two 60-minute sessions per month

Stakeholder input at start and mid-point

Tools for the leader and direct reports

Reviews against outcomes

Best for: sustained change across decisions, team habits and delivery.
  • Shadow a key meeting and debrief

  • Thomas PPA (personality assessment) for tailored insight

  • Coach a direct report on one issue

  • Emergency slot for critical weeks
Who I support
CEOs, founders and senior leaders. Work can include a named deputy or critical direct report if it serves the leader’s goals.

Start in 7 simple steps

  1. Alignment call with HR or Chief of Staff, 20 minutes.
  2. Leader intro call, 20 minutes, to confirm fit and goals.
  3. Proposal with scope, cadence, measurement and confidentiality terms.
  4. Contract, NDA, and if needed, supplier onboarding.
  5. Baseline pulse and stakeholder map.
  6. Kick-off session and 30-day plan.
  7. First review at week four with a short note to HR, if agreed.
Cadence and access

  • Standard: two 60-minute sessions per month, plus light support between sessions.
  • Emergency slot available during critical weeks.
  • In person or virtual. UK, GCC, US and EU covered.
  • Measurement and reporting
  • Simple scorecard agreed up front, focused on behaviour and delivery indicators.
  • Optional stakeholder input at start and mid-point.
  • HR receives a short outcomes note each month if authorised by the leader. No session detail.
  • Confidentiality and boundaries
  • Coach–leader confidentiality is respected.
  • Reporting is outcome-level only, never content.
  • Clear guardrails for any coaching of directs to avoid role confusion.
  • Procurement and compliance
  • NDA and contract ready.
  • Vendor onboarding support.
  • Public liability and professional indemnity insurance in place.
  • Data handling aligned with GDPR and local rules.

Scheduling and logistics

  • Your tools are fine: Teams, Zoom, Meet.
  • Fixed slot preferred for cadence.
  • Travel within the UK, US, GCC and EU by agreement.
  • Hybrid options work well for travel weeks.
  • Fees and terms
  • Transparent monthly fee for Core and Deep packages.
  • Invoiced monthly in GBP, US or EUR.
  • 48-hour cancellation window for sessions.
  • Workshops and programmes quoted per scope.
Working style you can expect

  • Prepared sessions, clear notes, and practical tools the leader can use the same day.
  • Direct, respectful challenge. Calm tone under pressure.
  • Governance and risk
  • Conflict-of-interest check at the start.
  • Escalation path to HR or Chief of Staff if risks emerge.
  • Safeguarding guidance followed.
  • No therapy. If wellbeing issues appear, we signpost appropriately.
  • On time, on brief and discreet. Comfortable in senior, mixed-nationality rooms.
  • Materials can be adjusted for local expectations.

Optional add-ons for HR
  • Shadow a key meeting and debrief with the leader.
  • Short manager alignment call at the start and mid-point.
  • One team session to lock in new rhythms.
  • Thomas PPA for tailored development.

References and proof
Short case snapshots and references are available on request.

Next step
Share the leader’s name, context and any constraints. We will confirm fit, scope and a start date within two working days.

Alternatively: Book a 20-minute discovery call
ABOUT
Proof in plain sight
FTSE portfolio business: decision cadence tightened in six weeks. Meeting load dropped. Owners were clear. Delivery moved.

Healthcare scale-up: one team reset cut friction and lifted reliability across functions.

Family group: succession agreed and executed inside a quarter. Roles and reporting lines set and held.

f.a.q

Most leaders feel a shift in the first 2-4 weeks. We target one fast win in month one, usually in decision cadence or meeting hygiene. By week six, you should see fewer overruns, clearer owners, and a calmer tone in high-stakes moments. Bigger team effects build over months as habits stick.
Two 60-minute sessions, 10–15 minutes of light support between sessions as needed, and one small habit installed or removed. Week 1 sets goals and a baseline. Week 2 applies tools to a live issue. Week 3 locks a rhythm or meeting routine. Week 4 reviews progress and sets the next 30-day plan.
We agree 3–5 indicators at the start, split between behaviour and delivery.
Typical examples:

  • Behaviour: time to decision on top items, meeting finish within time, clarity of owners, leader’s self-rated calm under pressure.
  • Delivery: on-time completion of priority actions, rollback rate, rework incidents.

We track monthly in a one-page scorecard and adjust tactics when indicators stall.
We protect time with a 20-minute intro call. If fit is not right, I say so plainly and suggest alternatives. If fit becomes unclear during month one, we either refine scope or close the engagement cleanly with a short summary for HR, if authorised.
Coach–leader conversations stay private. If HR or a Chief of Staff needs updates, we agree a simple format: a monthly one-pager with outcomes and next focus, no session content. Notes and trackers are stored securely and shared only with the leader unless they choose otherwise.
Following ICF confidentiality rules.
Yes, if it serves the leader’s goals. We set guardrails up front: one short alignment call with the manager, optional 15-minute check-ins at mid-point and end, and clear separation if a direct report also receives coaching. No triangle conversations.
Executive coaching stays focused on the leader. For team needs, book a Workshop or the Leadership Programme.
A common pattern is three months of executive coaching with one team day to lock in new rhythms.
Both. UK, GCC and EU in person by agreement. Otherwise Zoom, Teams or Meet. I prefer a fixed slot to protect cadence. Hybrid works well during travel weeks.
Yes. We set a fixed time that works for the leader and maintain it. For crisis weeks we hold one emergency slot that can be activated with 24 hours’ notice.
Practical playbooks, meeting routines, decision logs, action trackers, and short reflection prompts. Thomas PPA is used when behavioural insight will speed change. ENTJ is a personal lens only and is not used for assessment.
Yes. Each session ends with a short summary: decisions, actions, owners and dates. Leaders can share this with their teams if they wish. HR receives outcome-level notes only with the leader’s consent.
If a high-pressure situation hits, we either convert a scheduled session into a live decision clinic or use the emergency slot. The format is simple: facts, decision options, risks, choice, comms, follow-through. We return to normal cadence the next week.
Three months for a focused shift. Six months for sustained change across decisions, team habits and delivery. Shorter “laser” engagements are possible only for very precise goals, and I will be candid if I think it is too short to hold.
Yes, with permission. I can provide a short reference call and anonymised case snapshots. Public testimonials are edited for clarity with client approval.
Monthly fee for Core and Deep packages, invoiced in GBP, USD or EUR. Workshops and programmes are scoped per brief. Travel at cost with prior sign-off. I do not charge for quick between-session check-ins that keep momentum.
48 hours for sessions. I try to rebook within the same month to protect cadence. Travel and venue costs are recovered if already committed.
GDPR and ICF aligned. Minimal data held. Secure storage. Signed NDA on request. No recordings unless agreed in writing with storage rules and a clear deletion date.
Coaching focuses on performance, decisions and leadership behaviour. If mental health concerns appear, we pause that thread and signpost to clinical support. We continue coaching only where it is safe and appropriate.
Yes. Shadowing plus a 30-minute debrief often accelerates change. We agree in advance what to observe, how feedback will be given, and who can see it. No surprises.
A close-out review, a simple maintenance plan, and optional quarterly check-ins. Many leaders move to a light-touch cadence for two quarters to hold gains.
A named point of contact, a clear proposal with scope and measurement, onboarding help, and outcome-level monthly notes if authorised by the leader. I stay discreet and low-maintenance.
Ready to move?
If you carry real responsibility and need coaching that holds up under pressure, let’s talk.