For the leader who's brilliant and quietly stalling.
Six weeks of one-to-one coaching for one person, built entirely around their situation. For the new appointment finding their feet, the person stepping up, or the leader everyone rates except themselves.
6 weeks · one to one · in person or remote
You can usually name them immediately.
Every organisation has one or two. The investment is small relative to what it costs to replace them, or to watch them plateau.
The new appointment
Six months into a bigger role and quietly braced to be found out. Performing well by every measure except their own.
The one stepping up
Ready on paper, hesitant in practice. Won't put themselves forward for the thing you'd already give them.
The one who's stalled
Excellent at the job, no longer growing in it, and starting to look sideways at other organisations.
The returner
Back after leave or a career break, capable as ever, rebuilding the belief that they still belong at that level.
Six weeks. One clear thread.
Where confidence is actually missing
Score the seven markers and get specific about where it's showing up — in meetings, in decisions, in the conversations that keep getting postponed.
The stories underneath
The limiting beliefs driving the behaviour, and where they came from. Usually older than the job.
Evidence over affirmations
Rebuilding self-trust from their own track record rather than encouragement from other people.
Doing the avoided thing
The specific action they've been routing around, broken into steps they'd genuinely take — with support while they take them.
Holding under pressure
What happens when it gets hard again, and how to keep the new behaviour when the old one is easier.
Score it again, then plan forward
The same seven markers against week one, plus a plan for the next six months without a coach.
Here's where I started. Here's where I am now.
Seven markers, scored in week one and again in week six. Confidence moves slowly enough that people don't notice it happening — until they look back at week one and see a fortnight of things they'd previously have talked themselves out of.
What you'll see, and what you won't.
This matters more than anything else on this page, because it's what makes the work possible. If your leader thinks their sessions are being reported back, they won't tell me the true thing in week two — and the true thing is where the work is.
- Confirmation the sessions happened
- Their before-and-after scores, if they choose to share them
- Anything they want passed on, in their words
- An invoice, and a straight answer about whether more would help
- What was said in the room
- An assessment of their potential or performance
- Anything to put in a review or a file
The exception is the standard one: if someone is at risk of harm, I'd act on it. Otherwise the room is theirs.
Before you sponsor someone.
Should we tell them we've arranged it, or ask first?
Ask first, always. Coaching arranged without someone's buy-in reads as a warning shot, however kindly it's meant, and they'll spend six weeks managing the optics rather than doing the work. Offer it as an investment and let them decide.
Is this the same as your Confidence Reset?
It's the same six-week programme, funded by the organisation rather than the individual. The difference is the confidentiality arrangement above, which is set out clearly with all three of us before anything starts.
Is it coaching or therapy?
Coaching. Therapy largely looks at why someone is the way they are; this looks at what they're doing differently on Tuesday. If what someone needs is clinical, I'll tell them and point them somewhere better rather than take the fee.
What does it cost?
It's priced per person for the six weeks, and invoiced to the organisation. I'll give you the figure on the call — once I know the situation, I can also tell you honestly whether one-to-one is the right spend or whether a workshop or series would do more for the same money.
Can we put several people through it?
Yes, and for three or more people it's usually worth looking at the series instead — a cohort creates accountability that individual coaching doesn't, at a lower cost per head. Happy to talk through which fits.
What if it isn't working?
Tell me and we'll deal with it. If I don't think I'm the right person after the first session or two, I'll say so and we'll stop — I'd rather that than run six weeks of something that isn't landing.
Start with a conversation.
Twenty minutes with you to talk about the person and the situation — then a free 30-minute call with them, so they can decide for themselves whether it's right.
Six weeks · one to one · invoiced to the organisation