Repeated commissioning
An initial engagement developed into a multi-year coaching relationship.
Executive coaching for organisationsCase study
Steer Group
Supporting senior leaders through transition, growth and organisational change
Steer repeatedly commissioned Will to support leaders through promotion, broader responsibility and organisational change. Each engagement combined an individual focus with an understanding of the wider needs of the organisation.
The relationship at a glance
The relationship began when Dr Craig Fergusson, then Steer’s Head of People, commissioned external coaching for leaders moving into senior roles.
Across the organisation
Leaders at different levels, in different functions and international locations.
Shaped around the individual
Each engagement responded to the leader’s needs within their organisational context.
Different leadership moments.
An individual approach.
Moving into leadership can mean a shift in professional identity, working relationships and confidence. Will provided an objective, confidential space to work through that transition and translate insight into practical leadership action.
Stepping into a senior role
Newly promoted Associates and Directors working through the shift in identity, authority and relationships that comes with leadership.
Taking on broader responsibility
Leaders extending their functional remit, with coaching focused on strategic attention, delegation and sustainable performance.
Leading business growth
Coaching for a leader growing an area of the business, shaped around the demands of that role.
Considering the next career move
High-potential people exploring their direction and the next stage of their careers.
Post-acquisition integration
Finding a place in
the wider group
Following Steer’s acquisition of Amberside, Will was commissioned to support leaders as they integrated into the wider group and developed their contribution at director level.
Identity and authority
Moving from senior management into directorial leadership and establishing clarity about the role.
Strategic space
Creating room for strategic thinking while retaining appropriate oversight of delivery.
Influence and priorities
Developing influence and clarifying priorities and impact within a more complex organisational structure.
Coaching provided a confidential space to navigate changing roles, organisational integration and higher expectations.
In Craig’s words
“Will has helped these individuals step into a new version of themselves, with the self-assurance they need to hold the confidence of their teams.”
A trusted coach for
consequential moments
For People, Talent and L&D leaders, the Steer relationship shows the breadth of situations in which an external coach can support senior leaders.
Across the work, Will combined independence and confidentiality with an understanding of organisational context and the personal dimensions of leadership transition.
Let’s talk
If you’re considering coaching for yourself or a senior leader in your organisation, I’d be glad to hear what has prompted it. We can talk through the situation, what you hope the work could achieve and how I might approach it.
We’ll also get a sense of whether we would work well together.
Arrange an initial conversation