Most leadership programmes produce binders, not behaviour change. We work differently. Over 12 to 16 weeks, we sit inside your organisation, observe the real friction points, and help your senior team build habits that stick long after we leave.
Book a diagnostic call
We spend five days inside your organisation. Not running workshops. Watching. Listening. Sitting in on meetings you think are fine (they rarely are). By Friday, we hand you a candid, written assessment of where leadership behaviour is costing you money, morale, or both. This document is yours whether you continue with us or not.
Weeks two through four. We facilitate structured conversations between your senior leaders to surface disagreements that have been politely avoided. Topics include decision rights, meeting cadence, and who actually owns what. These sessions are uncomfortable on purpose. Clarity requires it.
Weeks five through ten. Each leader works with a dedicated advisor on two specific behaviours tied to the diagnostic findings. We use short, frequent check-ins rather than long coaching sessions. Progress is measured against observable actions, not self-reported feelings. If a habit isn't forming by week seven, we adjust the approach rather than persist with something that isn't working.
Weeks eleven and twelve. We run a second diagnostic using the same framework as week one, so you can see exactly what shifted. You receive a comparison report, a set of internal rituals your team can maintain independently, and a 90-day follow-up call to catch any drift.
We don't try to cover every corner of organisational development. These four areas are where we've seen the most leverage for mid-sized teams of 30 to 500 people.
When your leadership team says "we're aligned" but each member describes the strategy differently in private, you have a problem that no away-day will fix. We use structured conflict protocols to surface the real disagreements and resolve them in writing, not in vague consensus language.
Slow decisions are expensive. We audit your current decision architecture: who approves what, how long it takes, where bottlenecks form. Then we redesign the flow so that routine decisions happen at the right level without escalation, while genuinely strategic choices get the attention they deserve.
The first 90 days of a new senior hire determine whether they succeed or quietly fail. We pair incoming leaders with an advisor who helps them read the culture, build the right relationships early, and avoid the common trap of trying to change everything at once. Retention of leaders we onboard sits at 91% after two years.
Your performance review system probably frustrates everyone. We assess whether your feedback loops, recognition practices, and accountability structures actually drive the outcomes you want. Often the fix isn't a new system but three small changes to how managers run their weekly one-to-ones.
Coaching typically works with individuals in isolation. We work with the team as a system. Your CFO's behaviour doesn't exist in a vacuum; it's shaped by how the CEO runs meetings, how the COO handles disagreements, and what the board rewards. We address the pattern, not just the person.
Typically 30 to 500 people. Below 30, the dynamics are different and a good executive coach is usually a better fit. Above 500, we work with specific business units or divisions rather than the whole company at once.
Yes. About half our clients are based elsewhere in the UK. The diagnostic week is always on-site, wherever you are. Subsequent phases blend in-person visits with remote sessions, depending on what works for your team's schedule.
A full 12-week engagement for a senior team of five to eight people typically runs between £28,000 and £45,000, depending on complexity and travel. The standalone diagnostic week is £6,500. We don't do retainers or open-ended billing.
Absolutely. About a third of our clients begin with the diagnostic week and decide afterwards whether to continue. The report you receive is detailed enough to act on internally if you prefer. There is no pressure to proceed, and no hidden upsell in the document.
You get a 90-day follow-up call included in the fee. Beyond that, some clients book a quarterly check-in (half-day, on-site) for the first year. Others don't need it. We design the engagement so your team can sustain the changes independently.
A diagnostic call lasts about 30 minutes. We will ask about your team size, the specific friction you are experiencing, and what you have already tried. No pitch deck, no slides. Just a conversation to see whether our approach fits your situation.
896 The Lane, South Hermiston, Wales, QO3 3NE, United Kingdom
