Coaching
Some of it will not happen in a room full of other people.
A guide roped to you. Thinking partnership for the individual leader, and team coaching for the leadership group, so the shift travels instead of stalling with one person.
Coaching
A guide roped to you. Thinking partnership for the individual leader, and team coaching for the leadership group, so the shift travels instead of stalling with one person.
Why one to one, and in team
There is a version of this where everything changes except the leader, and it never lasts. Not because they are resistant. Because the thing in the way is theirs, it is often something they cannot see, and they are never going to raise it in a workshop in front of the people they manage.
The closest work, and where the biggest shifts start.
Some of the change is the leader's own, and it will not happen in a room full of other people. This is the closest, most personal work, and it is where the biggest shifts tend to start.
Two ways in
For the individual leader
Not coaching in the advice-giving sense. A thinking partner who helps a leader get clear on the challenge they are actually facing, see the blind spots they cannot see on their own, and turn that into concrete moves they can make.
For the leadership group
The layer of leaders, working together over time, so the shift travels across the group instead of stalling with one person.
Neither of these runs to a fixed program. What happens between sessions changes what the next one is for, and the leader is part of every one of those adjustments. They see what was tried, what it did, and why we are changing course, which means by the end the thinking is theirs rather than something handed to them.
Sometimes it is the single question that changes your perception of the problem.
Is this the right thing
This is for you if
It is not for you if
How we put it together
No two of these are the same shape, and they are all built from the same proven pieces. I will look at what you are facing and propose a shape, you adjust it for what will work in your organisation, and we both go in knowing what each choice buys and what it leaves on the table.
One thing never comes out: we always start from a clear account of the challenge. Sometimes that is your own reporting and a good conversation. Sometimes it needs a short piece of work first. If it is neither, then we are working from judgement, and I will tell you plainly what that puts at risk.
The Expedition
Coaching can be a standalone support for one leader or one group. It is also the strategic support that runs alongside a full program of work, because a leader who is changing the conditions around them needs somewhere to think while they do it.
Each stage makes the next one stick. Most organisations take some of it rather than all of it, which is the design working rather than a compromise.
Where to start
The first conversation is for all of us to work out one thing: whether this is a genuine fit, where our strengths complement each other, and whether the work is likely to be worth doing for your team. No pitch. If it fits, we will both feel it.
Thanks — Brad will be in touch.
He'll follow up personally, usually within a day.
Only Human
The diagnostic is the fastest way to find out. It is free, it takes about ten minutes, and it shows you the conditions you are creating for the people around you. Take the diagnostic →
Or leave your details for a short piece of thinking, every so often, written for leaders who are curious about the humans they lead, including themselves.