Leadership diagnostic checklist
Before we talk, run through these six signals. If three or more apply, coaching will likely shift something meaningful in your next twelve months.
Your board conversations feel performative
You prepare extensively, yet leave meetings unsure whether you influenced the outcome or simply survived it. The gap between your authority on paper and your felt authority in the room keeps widening.
You have been promoted faster than your leadership skills have matured
Technical brilliance earned the title. But managing former peers, handling ambiguity at scale, and making decisions with incomplete data require a different toolkit. Nobody handed you that toolkit.
Delegation triggers anxiety rather than relief
You know you should let go. But every time you do, quality drops and you end up redoing the work at midnight. The loop exhausts you and stalls the team.
Difficult conversations keep getting postponed
There is a performance issue, a strategic disagreement, or a cultural friction you have been meaning to address for months. You rehearse the conversation in your head but never initiate it.
You are weighing a significant career transition
A move to a new sector, a step into a founder role, a lateral shift to a non-exec portfolio. The decision carries financial and identity risk, and you lack a sounding board who has no agenda.
Feedback from your direct reports has plateaued or gone silent
When people stop telling you what is wrong, it rarely means everything is fine. It usually means they have stopped believing the feedback will change anything.
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Executive coaching grounded in honest diagnosis
Most coaching programmes begin with goals. Ours begins with the truth about where you are stuck. We work with directors, managing partners, and founders across the UK who need a structured, confidential space to think harder about the decisions that define their next chapter.
Capability map
We do not offer a menu of packages. Instead, we organise our work around four leadership capabilities. Each engagement focuses on one or two of these, depending on what the diagnostic conversation reveals.
Strategic presence
How you occupy a room, frame an argument, and hold your ground when challenged. We rehearse real scenarios from your calendar: the investor update, the restructuring announcement, the one-to-one with a resistant board member. You leave each session with a specific behaviour to test in the following week.
Typical duration: 8 sessionsDecision architecture
Leaders who reach the C-suite rarely lack intelligence. They lack a reliable process for making high-stakes calls under time pressure. We build a personal decision framework you can apply to hiring, investment, restructuring, and exit timing.
Typical duration: 6 sessionsRelational authority
Trust is the currency of leadership, and it erodes quietly. This capability covers feedback delivery, conflict navigation, team reconfiguration, and the shift from being liked to being respected. We use real relationship maps from your organisation.
Typical duration: 10 sessionsTransition readiness
Career pivots, succession planning, retirement anxiety, founder exits. We map the financial, emotional, and reputational dimensions of the transition and build a 90-day action plan that reduces the risk of regret.
Typical duration: 5 sessions"I arrived expecting someone to tell me what to do. Instead, she asked questions I had been avoiding for two years. By session four, I had restructured my leadership team and started sleeping through the night again."
Every engagement starts with a 90-minute diagnostic conversation. No forms. No personality tests. Just a structured, candid exchange about what is actually happening in your working life right now.
From that conversation, we agree on one or two capabilities to develop. Sessions are fortnightly, 75 minutes each, conducted over video or in person at our Schroederingham office. Between sessions, you complete short fieldwork assignments designed to test new behaviours in your real context.
We do not record sessions. We do not share notes with your organisation unless you ask us to. The space is yours.
Is this a fit?
| This coaching is designed for | This coaching is not designed for |
|---|---|
| Directors, VPs, managing partners, founders | Early-career professionals seeking career advice |
| Leaders facing a specific, time-bound challenge | People looking for ongoing life coaching |
| Individuals willing to be uncomfortable | Leaders who want validation rather than growth |
| People who will do the fieldwork between sessions | Organisations seeking team-building workshops |
| UK-based or UK-timezone professionals | Requests for psychotherapy or clinical support |
The space where the work happens
Our coaching room in Schroederingham is deliberately quiet. No open-plan distractions, no branded walls. A desk, two chairs, natural light, and a door that stays closed for the full 75 minutes.
Most clients choose video after the first in-person session. That works well. The quality of the conversation matters far more than the room. But if you want a physical space away from your office to think clearly, it is here for you.
What clients say they gained
Request a diagnostic conversation
Tell us a little about your situation. We will reply within two working days to arrange a 30-minute introductory call at no cost.