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.