Fifteen years in rooms most people never see inside.
Before coaching, I spent over a decade as chief of staff and interim COO for three different scale-ups, watching capable leaders undo their own good decisions under pressure. That’s the pattern this practice was built to interrupt.
Every engagement starts with a blunt conversation about what’s actually not working, not a diagnostic questionnaire. If something you’re doing is the problem, you’ll hear it in the first session, not the sixth.
Four stages, deliberately unhurried.
Diagnostic conversation
A ninety-minute session to identify the actual pattern behind whatever brought you here.
Structured coaching
Fortnightly sessions built around live decisions, not a fixed syllabus you’d forget by week four.
Ongoing calibration
Quarterly reviews to check what’s shifted and whether the work still matches where you are.
A defined exit
A clear conversation about when the engagement has done its job — continue, pause, or close it out.
This isn’t therapy, and it isn’t a programme.
The work is focused on decision-making and leadership performance, not personal or clinical issues. There are no group cohorts and no twelve-week curriculum — every engagement is one-to-one, and any model gets discarded the moment it stops fitting your actual situation.
Let’s talk about what’s actually going on.
A single conversation is usually enough to know if this is the right fit. No pitch, no packet of slides — just a direct read on where you are.