The six stages of an engagement
Most coaching programs follow this sequence. Timelines vary by program length, but the structure stays the same.
Free consultation call
We start with a 30-minute video or phone call. No cost, no obligation. The purpose is simple: we want to understand what you are dealing with right now and whether coaching is the right response.
During this call we ask about your role, your organisation, and the specific challenge or goal that prompted you to look into coaching. We also explain our approach and answer any questions you have about logistics, pricing, or confidentiality. If it feels like a good fit on both sides, we move to the next step. If not, we are happy to recommend other resources.
Intake assessment
Before the first proper session, you complete a structured self-assessment. It takes about 40 minutes and covers your leadership style, decision-making habits, communication patterns, and the areas where you feel least confident.
We also ask you to identify two or three people (a manager, a peer, a direct report) who can provide candid input through a short survey. This gives us a baseline. We compile everything into a written summary and share it with you before session one, so we arrive at that first meeting with a shared understanding of where you are starting.
Goal setting and development plan
Session one is dedicated to translating the assessment into a plan. We set two to four specific goals, each with a measurable indicator of progress. "Improve communication" is too vague. "Deliver the Q3 board update without reading from notes and receive positive feedback from at least two board members" is concrete enough to work with.
The development plan becomes a living document. We review it at the start of every session, adjust timelines when needed, and add new goals if earlier ones are met ahead of schedule. You always have a clear view of what you are working toward and why.
Coaching sessions
This is the core of the work. Sessions run weekly (or fortnightly for some programs) and last 75 minutes each. Every session has a structure: we review the past week, work on a specific skill or challenge, and set a concrete task for the coming week.
Between sessions you keep a brief reflection log. Five minutes at the end of each workday, noting one decision you made well and one you would handle differently. This log becomes raw material for our conversations. We do not assign homework for the sake of it; every task connects directly to one of your goals.
Mid-program feedback
At the halfway mark we run a second round of feedback from the same colleagues surveyed during intake. This lets us measure progress against the baseline and identify any blind spots that have emerged.
We review the feedback together in a dedicated session. Sometimes the results are encouraging and confirm the direction. Other times they reveal an area we had not prioritised. Either way, we adjust the development plan accordingly. Clients often say this mid-point check is the most valuable single session in the entire program.
Completion and forward plan
The final session is not a graduation ceremony. We review every goal, assess what changed and what did not, and build a forward plan for the next six months. This plan is yours to keep and includes specific habits, routines, and check-in prompts so the progress does not fade once sessions end.
If your engagement was sponsored by your organisation, we provide a summary report (with your consent) that outlines the areas of focus, the progress observed, and recommendations for ongoing support. We also offer a single follow-up session at the three-month mark, included in the original fee, to check in on how things are going.
What to expect from yourself
Coaching works when you put effort in between sessions. Here is what that looks like in practice.
Time commitment
Expect to spend about two hours per week on coaching-related activities: 75 minutes in the session itself, plus 15 to 20 minutes on your daily reflection log, plus time applying the weekly task in your actual work. This is not extra work layered on top of your job. The tasks are designed to be done within your normal responsibilities.
Honesty
The sessions work best when you are direct about what is going well and what is not. We are not here to judge. We have worked with leaders who were struggling with imposter syndrome, conflict avoidance, micromanagement, and burnout. None of those are unusual. Being upfront about them lets us address them faster.
Willingness to experiment
We will ask you to try new approaches: a different way of opening a meeting, a new framework for giving feedback, a change in how you structure your week. Some of these experiments will feel awkward. That is normal. Not all of them will stick, and that is fine too. The goal is to find what works for you specifically.
Patience with the process
Meaningful change in leadership behaviour takes weeks, not days. Most clients notice a shift around session four or five. The people around you may notice even later. We track progress carefully so you have evidence of change even when it does not feel dramatic from the inside.
Coaching vs. other interventions
People sometimes wonder whether they need coaching, mentoring, training, or therapy. Here is a practical comparison.
| Dimension | Coaching | Mentoring | Training |
|---|---|---|---|
| Focus | Your specific goals and current challenges | Career advice based on the mentor's experience | Skill acquisition through structured curriculum |
| Duration | 8 to 16 sessions over 2 to 4 months | Ongoing, often informal | Hours to days (course-based) |
| Who drives the agenda | You, with the coach's guidance | The mentor, based on their experience | The trainer or course designer |
| Feedback mechanism | 360-degree surveys, reflection logs, recorded practice | Informal conversation | Tests, assignments, certifications |
| Best for | Leaders who know what they want to change but need structure and accountability | Professionals seeking career guidance from someone who has been there | People who need to learn a specific technical or functional skill |
If you are unsure which you need, the free consultation call is a good place to figure that out. We have referred people to mentors and training providers when coaching was not the right fit.