CEO and C-suite coaching · London and online
The more senior the role, the fewer places there are to think out loud.
I provide one-to-one executive coaching in London and online for CEOs, founders, managing directors and C-suite leaders.
Whether you’re established in your role, stepping into a broader mandate or leading through change, our work gives you confidential space to test your thinking, challenge assumptions and make deliberate decisions.
From the other side of the conversation
“When I first began working with Will, I was looking to strengthen my leadership capability at board level and refine how I operated within a hybrid sales and strategy role. Our work sharpened my effectiveness in the C-suite, improved the outcomes of key meetings and helped me establish myself as a strategic leader within the business.”
A performance issue can also be a question of structure, authority or trust. Strategic decisions can be inseparable from board dynamics, investor expectations and the organisation’s ability to deliver them.
Your role
You may be leading a successful organisation while finding that too much still relies on you, operational demands are narrowing your attention or critical relationships are consuming disproportionate energy.
Your organisation
Growth, acquisition, restructuring, succession or a new mandate can change what the organisation needs from you. Coaching can also be valuable without a single event prompting it.
We’ll work together to understand the wider system, identify your part within it and determine what needs to change to achieve the outcomes that matter to you.
Space to think out loud
Senior leadership often requires you to project confidence before you have reached certainty. A tentative thought may be heard as a decision, a doubt as a loss of conviction and a change of mind as inconsistency. That can make genuine exploration a challenge.
You can test an uncomfortable possibility, question your reasoning and change your mind. I’ll listen closely, challenge where needed and say what others may not be free or willing to say.
I love my work and my clients enjoy the time we spend together. Warmth and lightness make it easier to look honestly at something difficult without diminishing its importance.
You retain ownership of every decision, but you don’t have to think through it alone.
Before focusing fully on executive coaching, I held responsibility for large teams, performance, growth and complex commercial decisions, including as an operations director.
That experience helps me understand the tension between what makes sense strategically, what the organisation can absorb and what the people around you are ready to hear. I contribute relevant perspective and patterns I’ve encountered elsewhere, grounded in your context.
“Over the past 12 months, Will has been hugely influential in my business, both strategically and operationally. I cannot recommend him highly enough.”
Leadership and organisational impact
This work will change more than how you feel at the end of a conversation. Its value will become visible in where you direct your attention, how you make and communicate decisions, how you use your authority and what becomes possible for the people around you.
Depending on your objectives, that may mean:
A leadership case study · Formula One engineering
At Mercedes AMG High Performance Powertrains, Mechanical Engineering Team Leader Johann Kastern was caught in constant firefighting. Through coaching, he established routines for strategic thinking, clearer work boundaries and habits that protected his energy.
“What sets Will apart is his ability to reframe challenges in a way that injects fresh energy and dissolves overwhelm, then challenge me to be decisive and action-oriented in a manner that fitted my personality.”
Your objectives may also be personal, including how much of yourself the role consumes and what you want to protect beyond work.
How the engagement works
We agree your objectives and how we’ll recognise progress. Each conversation addresses what’s live while keeping the broader purpose of the work in view.
Engagements begin with at least eight 60-minute sessions, usually every two to four weeks. This provides continuity and time to put decisions into practice.
Coaching may be privately funded or organisation-sponsored. We agree any sponsor involvement and reporting boundaries at the outset, so progress can be reviewed while protecting private coaching conversations.
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↗