Usually there is one leader you already have in mind
One-to-one coaching for leaders from the frontline to the executive. On its own, inside a program, or as the debrief that turns a 360 into a plan.
A leader has just stepped up a level, into a role that rewards different behaviour.
A technically excellent manager whose team is underperforming.
A senior leader with a blind spot nobody has been willing to name.
A high performer the organisation cannot afford to lose.
Four steps, over several months
Step 1
Agree the focus
What should be different, and how the people around the leader would notice.
Step 2
Start from feedback
A LeadChange 360 or a profile, debriefed one to one.
Step 3
Work the live issues
Each session on what is actually happening at work, with one action to try before the next.
Step 4
Review what changed
What has moved, what has not, and what carries on after the coaching ends.
What a workshop cannot do on its own
Real reflection
Protected time to think about how they lead, with someone who has no stake in the answer. Busy diaries rarely allow it otherwise.
Growth on their own data
Every session starts from their own feedback and the commitments they have made, so the work is specific to them, not to a group.
Challenge
The more senior the leader, the less honest challenge they hear. The coach’s job is to ask the question nobody else will.
Behaviour change that lasts
New behaviour is tried, reviewed and adjusted over months, rather than an insight that fades a fortnight after a workshop.
Coaching and the programs
The same coaching, two ways in
On its own, for one leader against a real accountability, with no program needed. Inside Leadership Uncomplicated or a team program, it goes to the leaders who need more than a Leadership Lab can give, and often to the sponsors themselves. It is also where the work usually carries on after a program ends.
Every LeadChange 360 ends in a coaching conversation
A 360 report read alone does more harm than good. Every LeadChange 360 includes a 90 minute debrief with one of our coaches, so the leader leaves knowing the one thing to work on first. For many leaders it becomes the first coaching session. We debrief DiSC and LSI profiles in the same way.
A senior practitioner on every engagement
Our coaches bring between 15 and more than 25 years in leadership development, coaching and organisational psychology, with leaders from supervisors to boards, across mining, utilities, government and the private sector.
Who is coaching for?
Any leader with a real accountability and something specific to work on, from a frontline supervisor to an executive.
Is it confidential?
What is said in a session stays between the leader and the coach. The organisation hears that the sessions happened, and anything the leader chooses to share.
Do we need to run a program first?
No. Coaching for one leader is often the simplest place to start.
When you are ready
Have a leader in mind? Start with a conversation.
30 minutes. No obligation. We’ll tell you whether we can help.
