London and online
The strengths that brought you into senior leadership can become so familiar that you may no longer notice when they are helping you or limiting your choices.
The Enneagram describes nine patterns of motivation, offering a way to explore what drives your responses. I use iEQ9 profiling within coaching to connect that understanding with the decisions, relationships and pressures of your role.
I work with individual leaders, privately funded or organisation-sponsored, and with leadership teams in London and online.
“Working with Will has been great for my career development.
Working with Will on the Enneagram in particular has really helped me to have a clearer view of how the behaviours and traits I have developed over the years help or hinder my progress in the workplace and how I can take these behaviours and build on them to become more effective and happier in my role.”
By the time you reach senior leadership, you’ve practised your way of reading situations, making decisions and working with other people for years. Much of it has served you well. Under pressure, though, a familiar strength can become an automatic response.
Those responses often have a sensible history. The question is whether they still serve the situation in front of you.
You might notice that a challenge from a colleague prompts you to defend your position before you’ve heard the full concern. Recognising that response gives you room to listen, ask a different question and make the decision with information you might otherwise have missed.
Or you may see why you take responsibility back whenever a deadline feels exposed. The work then moves into how you set ownership, communicate expectations and allow others to exercise the authority their roles require.
The value of that awareness appears in what happens next: how a difficult conversation unfolds, who carries a decision and how people respond to your leadership.
The iEQ9 Professional report explores motivations, strengths and blind spots, alongside how you tend to communicate, handle conflict, make decisions and lead others.
Some findings may feel familiar. Others may challenge how you see yourself. We test them against your experience and the realities of your role. The useful question is what they help you understand and do differently.
You complete an online assessment before we meet for an in-depth debrief. I review your report in advance, then we explore where the findings connect with decisions or relationships you’re dealing with now.
The profile and debrief can be a starting point in their own right. Within ongoing executive coaching, we return to the patterns most relevant to your objectives as situations unfold, looking at what you notice, what you choose to do and what changes in practice.
I offer profiling to every executive coaching client, but whether we use it is your choice. If your organisation commissions the work, we agree reporting boundaries at the outset. Your individual report and debrief remain confidential unless you explicitly agree otherwise.
In a leadership team, individual patterns interact. Under pressure, one person may push for action while another needs room to test the consequences. Some tendencies can dominate while others are underused or missing from the conversation.
A team might move decisively but leave too little room for challenge, or examine every risk while struggling to commit. The Enneagram helps us explore those dynamics and work on how the team discusses difficult issues, makes decisions and shares responsibility.
The aim is to use the full range of perspectives available and work together with less avoidable friction.
An organisation can commission this work for an intact leadership team. Individual iEQ9 profiles can inform a team report and facilitated conversations. We agree the purpose and what individual information will be shared before those conversations begin.
I design and lead the work directly through Will Harvey Coaching. Where its scale or scope calls for additional facilitators or a wider delivery team, I work through Zenith Leadership while continuing to design the programme and deliver at the most senior levels.
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