The three formats compared
Each format answers a different need.
- Leadership coaching: a one-to-one programme with a diagnostic phase and a focused coaching arc, for senior leaders who need to elevate their impact.
- Speed coaching: focused, outcome-oriented sessions that deliver clarity and action within one to three interactions.
- Group coaching: a facilitated cohort with a defined theme, for peer learning, collective problem-solving and accountability.
Signs a leader would benefit
Coaching works best at a moment of change or stretch.
- A newly appointed leader making a transition
- A high-potential manager stepping into a bigger role
- A strong performer with a specific blind spot, for example from 360-degree feedback
- A team facing change, conflict or a new way of working
How a good coaching engagement runs
A structured engagement begins with a diagnostic phase. The coach learns the leader’s strengths, blind spots, stakeholder dynamics and business context. A focused coaching arc then follows, with clear goals and measurable outcomes agreed at the start.
Using assessment with coaching
Assessment gives coaching a factual starting point. A psychometric or strength profile, or the results of an assessment centre, shows where to focus. Post-assessment development groups can then be built around shared competency gaps.
How to measure results
Agree what success looks like before the first session.
- Set specific goals at the start.
- Collect feedback from the stakeholders the leader works with.
- Look for observable changes in behaviour.
- Link outcomes back to business results.