Getting started
We start with a 60-minute scoping call at no charge. During that call we ask about the leadership challenge you are facing, who is involved, what you have already tried, and what success would look like in concrete terms. We listen more than we talk at this stage.
After the call we send a short written proposal within five working days. The proposal describes the approach we recommend, the time commitment from your side, the fee, and the specific outcomes we will measure together. There is no obligation at any point before you sign.
It depends on the service. Executive coaching programmes are usually twelve months, with fortnightly sessions. Some clients extend to eighteen months if they take on a new role during the process and want continued support through the transition.
Team alignment workshops are two days of facilitation plus a half-day follow-up six weeks later to check whether the new agreements are holding. Succession planning projects typically take eight to ten weeks from kick-off to final report.
Yes. About a third of our clients are based elsewhere in the UK, and we have worked with teams in Dublin, Amsterdam and Berlin. Coaching sessions happen over video unless the client prefers in-person meetings, in which case we travel to your office. Travel costs within the UK and Ireland are included in the fee; for continental Europe we add actual travel expenses at cost.
Absolutely. For coaching, we often begin with a three-month trial with one or two executives. At the end of three months we review progress against the goals set in the first session and decide together whether to continue, adjust, or stop. For team workshops, the two-day format is already self-contained, so you see results before deciding on any follow-up work.
Process and methods
We draw on several evidence-based models depending on the situation. For individual coaching we use a combination of the Leadership Circle Profile and a structured behavioural feedback process we developed internally over eight years. For team work we lean on Patrick Lencioni's five dysfunctions model as a diagnostic starting point, but we adapt it heavily based on what we observe in the room.
We are not loyal to any single framework. If a model does not fit the client's context, we set it aside. The point is to change what happens in practice, not to teach theory.
At the start of every engagement we agree on two to four specific, observable outcomes. These might be things like "the executive team makes decisions within one meeting instead of deferring to email chains" or "the new division head receives a net positive score on upward feedback within nine months." We check progress against these markers at regular intervals, usually every six to eight weeks.
We also run a short pulse survey with the people around the leader or team being coached, at the start and again at the midpoint. The survey is five questions, takes three minutes to complete, and gives us a quantitative signal alongside the qualitative conversations.
Yes. What a coachee shares in a session stays between them and the coach. The sponsoring organisation receives progress updates, but these are limited to whether the engagement is on track and whether the agreed goals are being met. We never share the content of individual conversations with HR, the coachee's manager, or anyone else without the coachee's explicit written consent.
This boundary is non-negotiable. If a sponsor asks us to report back on what someone said in a session, we decline. The coaching relationship only works when the person being coached trusts that the space is safe.
This happens more often than people expect. Roughly one in five coaching engagements begins with a reluctant participant. We address it head-on in the first session: we explain what coaching is and is not, clarify that it is not remedial or punitive, and ask the person what they would find useful to work on. Most people warm up once they realise the sessions are about their goals, not their manager's complaints.
If after two or three sessions the person still does not want to engage, we recommend stopping. Coaching someone who has checked out wastes everyone's time and money. We will have a candid conversation with the sponsor about alternative approaches.
Pricing and logistics
Executive coaching runs between £1,800 and £2,400 per month depending on session frequency. That includes the 360-degree feedback round at the start, fortnightly coaching sessions of 75 minutes each, and between-session support via email or short calls.
Team workshops are priced as a fixed project fee, typically £6,000 to £9,500 for the full engagement including preparation, the two-day workshop, materials, and the follow-up session. Succession planning projects range from £8,000 to £14,000 depending on the number of roles being assessed and the depth of candidate evaluation required.
We invoice monthly for coaching and in two instalments for project work (50% at kick-off, 50% on completion). VAT is added where applicable.
Yes. Coaching engagements can be ended with 30 days' written notice. You pay only for the month in progress plus the notice period. There is no penalty or clawback. For project-based work, if you cancel after the first milestone, you pay for work completed to date based on a pro-rata calculation we agree in the contract.
We have only had three cancellations in the last four years, and in each case the reason was an organisational restructure rather than dissatisfaction with the work.
Most sessions happen over video using whichever platform the client prefers: Zoom, Teams, or Google Meet. Some clients prefer in-person sessions, and we are happy to travel to your office for those. We find that a mix works well: video for regular fortnightly sessions, with an in-person meeting once a quarter for deeper work.
Team workshops are always in person. We can run them at your premises or arrange an off-site venue. Getting the team out of the building for two days often helps people step back from day-to-day patterns.
Still have a question?
We are happy to talk before you commit to anything. Ring us on +44 347 095 6805 or send an email to [email protected]. Our office is at 8 Dach View, Little O'Hara-Breitenberghampton, Northern Ireland, IP6 8XF, United Kingdom.
If you would rather write to us online, the contact form on our home page goes straight to the same inbox. We reply within one working day.
Ready to talk about your team?
Book a free 60-minute scoping call. No slides, no sales pitch. Just a conversation about what you need and whether we can help.
Get in touch