Develop leaders, align culture, create growth

We begin with you — the HR lead or talent partner — to understand your objectives, the leader's context, and what success looks like for your organisation. This conversation shapes everything that follows.

Where the work involves an associate coach, we take matching seriously. The right fit between coach and coachee isn't a nice-to-have — it's the foundation of effective work.

Typically 12 sessions over 6 months, with a clear structure: establishing the agenda, deep development work, and embedding change. Sessions are one-to-one, confidential, and focused. We conduct an alignment call before commencement and at the midpoint, where we check in with you as the sponsor. 

Confidentiality is upheld in line with the ICF code of ethics - the coachee owns the communication of their progress in these facilitated sessions.

At programme end, we convene to cover outcomes, development areas, and recommendations for continued support. Your leader leaves with a clear plan for what comes next.

Of course. We're a small specialist provider of high quality coaching. We don't coach at scale in organisations and our services are usually used for specific cases where industry experience and coaching approach are a good match for your specific requirement.

Fees vary depending on programme length, number of sessions/review meetings, and whether it involves associate coaches.

Sometimes clients like to add additional services, such as our interview led 360 feedback program.

We provide transparent pricing in every proposal.

We're experienced working with leaders in difficulty, performance concerns, transitions that aren't going smoothly, or personal challenges affecting their work.

We're also aware of the delicate dynamic that exists between the leader, their sponsor and the HR team.

This is a primary strength of ours - building a cohesive and transparent engagement so that all parties achieve the outcome that's wanted.

We'll always keep you informed of anything that materially affects our ability to deliver the programme before it becomes an issue.

We agree measurable objectives at the outset of every programme, typically linked to the leader's role performance, team impact, or a specific transition.

Close-out reviews map progress against these objectives directly.