1. When Is It Used?

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This coaching is used when pressure is sitting disproportionately with specific leaders, and the cost of getting it wrong is high.

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Critical leaders are not defined by their titles; they are defined by their consequences.

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This work is used when:

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• A leader is carrying an outsized decision or judgment load

• Pressure is sustained, or situational mid-term interm

• Judgment, presence, and credibility matter every day

• The organisation increasingly relies on these individuals to stabilise complexity

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Often, nothing is visibly “wrong”, performance may still look fine.

 

The risk is what happens if pressure continues without protected space to think, regulate, and decide clearly.

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This coaching exists to protect judgment before strain turns into a performance risk.

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2. What This Is

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Targeted 1:1 executive coaching focused on protecting leadership performance at the point where the organisation is most exposed.

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Specifically, it strengthens:

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• Decision quality under pressure

• Emotional regulation and composure

• Leadership presence, authority, and credibility

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This is not therapy.

It is not motivation.
It is not generic leadership development.

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It is performance protection for senior leaders operating under sustained scrutiny.

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How it works

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• Confidential 1:1 sessions shaped around the leader’s real context

• Focus on live decisions, current dilemmas, and recurring patterns

• Support that is reflective, direct, and commercially grounded

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The work creates thinking space with edge, not advice-giving, not comfort, so leaders stay clear, steady, and effective when pressure doesn’t ease.

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3. What Changes As A Result

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For the organisation, this coaching typically results in:

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• Clearer, more confident senior decision-making

• Reduced reactive escalation

• Lower risk of burnout, attrition, or leadership wobble

• Greater consistency where the organisation is most exposed

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For the leader, the shift is often felt first as:

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• Clearer thinking under pressure

• Firmer boundaries

• Improved emotional regulation

• Greater confidence in holding the role

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When individual judgment steadies, delivery stabilises around it.

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4. Investment

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3-month engagement
6 × 60-minute sessions
£2,700 – £4,500 (ex VAT)

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6-month engagement
12 × 60-minute sessions
£5,400 – £9,000 (ex VAT)

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The investment varies based on:

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• Role seniority

• Organisational exposure

• Business complexity

• Level of sustained pressure being carried

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This is not discretionary development spend.
It is risk management and performance protection for leaders; the organisation depends on them the most.

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