Things People Often Want to Know

The coaching is designed for professionals with a strong technical or functional track record who are moving toward a first leadership role, or who have recently taken on leadership responsibilities and are finding certain dynamics challenging. Sector is less important than the nature of the challenge.

Yes, though the starting point will be different. Professionals who have been in a leadership role for a year or two and have identified specific gaps in how they navigate informal dynamics can work effectively with the coaching, particularly through the Targeted Skills Session or the Influence Foundations Program.

The coaching is most directly designed for the transition into a first or second leadership role. At more senior levels, the dynamics shift considerably and the specific tools that apply are different. If you are a very senior professional, an initial conversation would help us understand whether our approach is a genuine fit for your situation.

Sessions are structured but adaptive. We typically begin by reviewing what happened since the last session — what you tried, what you observed, what felt different. From there we move into the focus area for that session, which may involve exploring a specific situation, working through a framework, practising a particular kind of conversation, or preparing for an upcoming challenge.

We check in on this explicitly at regular points. Progress tends to show up as a change in what you notice in meetings, a change in how certain conversations feel, and a shift in your sense of agency in situations that used to feel opaque. We do not use psychometric assessments as primary measures, but we do use structured reflection to track what is changing and what needs more attention.

We draw on several established frameworks — including organisational systems thinking, influence theory, and stakeholder mapping tools. We do not follow a single proprietary model. The approach is eclectic and pragmatic: we use what is most useful for your specific situation, not what fits a fixed curriculum.

Yes. Coaching is sometimes commissioned by employers as part of a talent development or succession planning process. In those cases, we work carefully to ensure that the coaching relationship remains confidential and genuinely serves the individual, not just organisational reporting requirements. The terms of any employer-sponsored engagement are agreed at the outset.

In-person sessions take place at our office at 101 Whitehouse Lane, Sheffield S6 2UY. Online sessions are conducted via video call. Both formats work well. Many clients use a mix across a program — typically starting in person and then using online sessions when diary flexibility is helpful.

For a full program, we typically ask for at least two weeks' notice to set up an initial conversation and begin the scheduling process. For a Targeted Skills Session needed at short notice, contact us directly and we will do our best to accommodate within available diary space.

Yes. What is discussed in coaching sessions is held in confidence. The only exceptions are the standard professional duty-of-care situations that apply in any professional relationship. We discuss the terms of confidentiality clearly at the start of any engagement.

The best starting point is a brief initial conversation — usually around 20 to 30 minutes. This allows us to understand your situation, explain how the relevant program works, and assess whether there is a good fit. Use the contact page to get in touch or call us directly on +44 114 234 5067.