Every engagement starts the same way.
A conversation.
Then a decision.
Then the work.
How the work progresses.
Private. Deliberately limited.
The full journey.
The Confidential Call
Thirty minutes. Where we find out if there is a fit.
The Leadership Reset
Thirteen weeks. For the leader who has taken on more.
The Ongoing Strategic Partnership
No fixed term. For the leader already running at that level.
The Confidential Call
Thirty minutes. Not a pitch. I will ask where you are, where you want to get to, and what you have already tried.
If there is a fit, I write to you within two days. Your situation, how the work would run, and one figure.
We speak again a week later. By the end of that call we both know.
The Leadership Reset™
Thirteen weeks. Built to hold.
You took the bigger role to lead it, not to run every part of it.
By week thirteen you are out of the detail. Your team decides without checking with you. Your week has room for the direction of the business, and for what you want next.
You already know about delegation, structure and protecting your time. You have probably tried all three. Knowing was never the problem. Making it stick is.
We work on two things. How your team is set up around you. And how you operate inside it. Change one without the other and the work finds its way back to you.
Weeks 1 to 3. Where you are and where you want to get to. Two sessions online, then a working day together, in person or online. We agree what changes and make the first change that day.
Weeks 4 to 13. Inside your real week. One session a week, one change at a time, on the work already on your desk. WhatsApp in between. Then we check it holds against your heaviest weeks, and again thirty days later.
No pre-work. Nothing to read.
It usually starts after a promotion, a move into a bigger role, or a business that outgrew the role. And after the obvious fix has already been tried.
When a place is open, we start within ten days of a yes.
A brief conversation takes place before any engagement begins.The Ongoing Strategic Partnership
The thinking partnership for senior leaders playing the long game.
The higher you go, the fewer people you can think out loud in front of. So the biggest calls get made alone, at speed.
This is somewhere to take them first. The reorganisation that lands on a Thursday. The exit conversation. The number that is going to miss. Tested with someone who has held roles like yours and has no stake in your internal politics.
For leaders whose judgement is already good, and who want it tested before the business lives with it.
Up to four calls a month. Direct access in between. In person when it helps. No fixed term, reviewed after three months. Two leaders at any one time.
Private. Direct. If the fit is there, we will both know inside thirty minutes.What this produces
The return is the same whether you come through the Reset, the Partnership, or both.
For you
You lead the business instead of running it. The detail is off your desk and stays off. The question stops being how you get through this week, and becomes what you want this organisation to look like in three years.
For your team
They decide without checking with you, because they are set up and trusted to. They bring you positions, not problems. The good ones stay, because they have real scope.
For the business
Nothing waits for a slot in your diary. It can take on more without everything running through one person. And it stops carrying the risk of one person: holiday, illness, a better offer elsewhere.
Questions.
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There is coaching in it, as there is in any work at this level. The difference is what it is applied to. Most coaching works on you. This works on you and on how your team is set up around you, so the change holds.
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Yes. Nothing from a session is reported to anyone, and no write-up goes to HR, your CEO or a board. Some leaders pay personally, some are funded by the business. Where the company pays, we agree in writing up front what the business is told. Usually that the work is running and what it is aimed at. Never the content of the conversations. I will sign your company's confidentiality agreement, or provide one.
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Most leaders at this level know what to change. The hard part is changing how you operate every day, and keeping it changed when the week is at its heaviest. That is what the thirteen weeks are for.
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Internal programmes are built for a cohort. Coaching from an HR panel is usually about behaviour and often reported on. This is private, one person, and built around your actual week.
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One session a week, and a working day in week three. No pre-work.
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No. The working day is often better in person, and I will come to you. It works online too. If you want to meet more than once, we do.
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No. Some leaders tell their CEO, some do not. What changes is visible in the business either way. If you want the team involved at some point, that is your call.
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Discussed on the call. If there is a fit, a written outline follows with one figure and how the work runs.
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Anyone whose calendar is simply full, or who wants a course or a method. It is for leaders whose role has grown, who have tried the obvious fixes, and who have watched them slide back.
Dependable got you promoted.
Sustainable is what the next one needs.