Executive coaching FAQs

I work with CEOs, founders, managing directors, C-suite executives and senior leaders. Some are private clients; others are sponsored by their organisations.

You may have a clear challenge or objective you want to work on. Equally, you may want to examine how you operate as a leader, develop deep self-awareness or position yourself for an onward move or a bigger role. Outcomes often include sharper judgement, confident and deliberate leadership, more robust stakeholder relationships and the ability to build high-performing teams that make decisions and deliver without everything depending on you.

We'll identify what matters most in your context, what needs to change and how we’ll measure progress.

I also work with organisations commissioning coaching for individuals, cohorts and leadership teams.

We begin with a confidential 45-minute conversation about what has prompted your enquiry, what you want to achieve and whether we would be a good fit to work together.

If we decide to go ahead, we agree the focus of the coaching and how we will measure progress. Sessions last 60 minutes and typically take place every two to four weeks, with flexibility around your schedule and the pace of the work. In our sessions we work on what is live in your role, in parallel with your longer-term objectives.

I listen, challenge your thinking and offer perspective from my experience of coaching many other leaders where it is useful. We review progress as the work develops.

Engagements begin with a minimum of eight sessions and typically run for 12 to 24.

I offer coaching in person at my office in Brixton or in private meeting rooms at Century Club in central London and online for clients across the UK and internationally.

We can work entirely in person, entirely online or combine the two, depending on your location, schedule and preferences.

I work with coaching clients over a minimum of eight sessions. This gives us time to understand your context, work on immediate priorities and follow through as you put decisions into practice. It also allows us to recognise and change patterns that may take several conversations to emerge.

Before committing, we begin with a confidential 45-minute conversation to explore what you want from coaching and whether we would work well together.

Fees reflect your level of leadership responsibility. For a 60-minute session:

• Managers and senior managers: £350 + VAT
• Directors and C-suite leaders: £425 + VAT
• CEOs, managing directors and founders leading their business: £500 + VAT

Job titles vary between organisations. If your role doesn’t fit neatly into these categories, we’ll agree the appropriate fee based on your responsibilities before you commit.

Engagements begin with a minimum of eight sessions and typically run for 12 to 24. After our initial conversation, I’ll recommend a structure for the work and confirm the full fee, including any agreed assessments, before you decide whether to proceed.

Coaching for cohorts and leadership teams is designed and priced separately.

Yes. Many of my clients have their coaching funded by their organisation. You can approach me directly or your HR, People or L&D team can make the initial enquiry.

If you are exploring funding, we can discuss what you want coaching to help you achieve and I can provide a proposal for your organisation to consider.

Some employers agree business objectives for the engagement. Others leave you to determine how the coaching will be most useful. We establish that arrangement at the outset, including any progress reviews, while protecting the confidentiality of our conversations.

I also work with organisations commissioning coaching for several leaders or a wider cohort.

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Yes. Our conversations are completely confidential, whether you fund coaching yourself or your organisation sponsors it. For coaching to be effective, it's vital that you feel able to speak openly about your thinking, relationships and decisions.

Where an employer is involved, we agree objectives, review arrangements and boundaries at the outset. A sponsor may have access to agreed progress reviews with your prior consent. The content of our sessions remains private, subject to standard exceptions relating to legal requirements and serious risk of harm. These will be clearly explained before the work begins.

At the outset, we agree what you want to change and what would show that coaching is making a difference. I use a bespoke coaching progress tracker to record our focus areas, meaningful indicators, session-by-session ratings and concrete examples of change in how you lead. We review it together and adjust the focus when needed.

Not all results can be captured by numerical scoring. The tracker gives us a way to assess progress while leaving room for context and judgement. If your organisation sponsors coaching, we agree separately what can be shared about progress while keeping the content of our conversations confidential.

Coaching helps you examine your thinking, develop your judgement and turn insight into action. Mentoring typically draws on the mentor’s experience to offer guidance and perspective. In practice, the two can overlap.

My approach draws on 20 years in senior management and director-level roles, alongside more than 5,000 hours of coaching. I will challenge your assumptions and help you develop your own answers, but I will also contribute relevant experience and ideas when they serve the work.

You can expect an active thinking partner. Your context shapes the conversation and the decisions remain yours.

Yes, it frequently does. Your leadership sits within the wider context of your life. The demands of your role can affect your energy, relationships and time outside work, while personal circumstances can influence how you think, decide and lead.

We can explore those connections where they matter to you and the work we have agreed. That might mean establishing healthier boundaries, understanding what drives you to take on too much or deciding what professional success should make possible in your life.

The focus remains on your leadership, choices and the outcomes you want to achieve.

The Enneagram helps us explore the motivations and unconscious patterns behind how you lead. It can reveal why you respond in certain ways in specific situations, how your natural strengths may both serve you and hold you back and what you might be overlooking in your decisions and relationships.

I use the iEQ9 profile and in-depth debriefing to connect those insights to your actual experience, objectives and challenges. We examine what fits, question what doesn’t and use the findings to develop deliberate choices in situations where you might otherwise react automatically.

I offer Enneagram profiling to every coaching client and it is very rare that clients don't experience significant value and depth of insight from it. Whether we use it, however, is your choice.

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Yes. My client case studies describe what brought people to coaching, how we worked together and what changed. They include an individual engagement with a Formula One engineering leader, an ongoing corporate partnership with ADAM Architecture and multiple coaching engagements commissioned for senior leaders at Steer Group over several years.

If speaking to a client would help you assess whether I’m the right coach for you or your organisation, we can discuss a suitable reference, subject to that client’s agreement.

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