Coaching for leaders and high-achievers carrying too much, who’d like to think more clearly and decide more easily — without the noise.
Most clients arrive with one of these in mind. The shape gets agreed in the first session and revisited whenever the situation underneath changes.
For leaders running real responsibility — a board seat, a function, a P&L, a business. The work is the unglamorous part of senior leadership: thinking under pressure, holding judgement when the room wants certainty, and noticing the patterns in your own decision-making before they become a problem.
Where it helps, we’ll sometimes recommend simple tools that hold the work back at the office — HeyRamp is the one we point clients to most often for the weekly 1:1 cadence with their own teams, because the cognitive overhead of running good one-to-ones is one of the quiet drains that shows up most in coaching.
For the first nine months of a bigger role. New title, new scope, often a new room you don’t yet have the vocabulary for. The coaching is structured around the specific transition: what to do in the first hundred days, what to stop doing from the old job, and how to land in the new one without burning the runway you’ve been given.
For the moment when the next move isn’t obvious. Stay, leave, pivot, found, step back — the question itself is rarely the real question, and the work is to surface what actually matters to the person sitting across from me before any decision gets dressed up as strategy. Discreet, unhurried, and entirely without an agenda about what you should choose.
For the senior person carrying more than is sustainable — capacity, decision-fatigue, the steady erosion that doesn’t register as burnout until it does. Not therapy and not advice. Considered work on how a leader holds the weight of the role over time, and what changes in the way you work so the next five years cost less than the last five did.
Small, closed groups of senior leaders meeting on a regular cadence to think aloud about the actual work in front of them. Six to eight people, ninety minutes, facilitated lightly. Useful for founders without peers and senior operators whose internal world doesn’t leave the office. Run by referral and by cohort.
Length is decided after the first conversation, not before it. Most clients begin with the six-month shape and adjust from there.
Six to eight sessions on a fortnightly cadence. Best when there is a specific transition, decision or situation the work is contracted around — a new role, a difficult call, a question that needs answering by a particular date.
Twelve sessions, fortnightly. Enough time to do the slower work of changing how you lead, rather than only solving the problem you walked in with. Most clients sit here.
A lighter, longer-arc arrangement once we’ve worked together for a while — monthly sessions, reviewed quarterly. For clients who’d like a steady thinking partner over the longer arc of a role, not a fresh engagement every year.
Every engagement runs through the same four stages so the work has a shape, a contract, and an honest review at the end.
A free thirty-minute chemistry call. You describe what is on your mind. I tell you honestly whether this is the right work, and whether I am the right coach for it.
A short written contract covering goals, cadence, confidentiality and review points. Where an employer is paying, a light tripartite version that keeps the room private.
Ninety-minute sessions, fortnightly, over the agreed window. Light between-session work where it earns its keep. Adjustments to the contract whenever the situation underneath shifts.
An honest closing conversation at the end of the engagement. What changed, what didn’t, what is worth carrying forward, and whether a further shape makes sense.
“Most of the people I work with don’t need more input. They need a quieter room and a steadier question.” — A working principle
The questions leaders and managers ask before deciding whether to take a chemistry call.
Leaders, managers and high-achieving professionals across the UK. Most clients are founders, mid-career managers stepping into bigger roles, and senior people carrying more than is sustainable. The work is one-to-one, confidential, and pitched at adults who would rather think out loud with a senior coach than receive a curriculum.
Remote-first across the UK, with the option of in-person sessions in Bath where it helps the work. Most clients run their engagement entirely over video and travel only for occasional half-day intensives or review sessions.
Three shapes, depending on the situation. A focused three-month engagement for a specific transition or decision. A six-month engagement for the more usual work of changing how someone leads. And an open-ended arrangement on a lighter cadence for clients who want a steady thinking partner over the longer arc of a role.
Yes. Content of sessions is never shared with a sponsor or HR. Where an employer pays, we agree a light tripartite contract at the start covering goals and review points, and stick to it. Nothing outside that contract leaves the coaching room.
Ninety minutes, fortnightly. We start with whatever is most live for you that week, move into the longer-arc work the engagement is contracted around, and finish with a short note on what to carry into the next two weeks. Between-session work is light, deliberate, and rarely homework in the school sense.