Before we coach, we diagnose
Every engagement starts with our proprietary Leadership Behaviour Audit — a structured assessment that maps the gap between how you intend to lead and how your team actually experiences your leadership.
Influence patterns
We measure whether your influence relies on positional authority, relational trust, or expertise credibility — and whether that mix serves your current context. Leaders who over-index on one mode often struggle when conditions shift.
Decision architecture
How you structure decisions signals more than any mission statement. We assess your consultation habits, speed-to-decision ratio, and whether your team feels ownership or compliance after choices are made.
Feedback metabolism
Some leaders absorb feedback instantly but never act. Others resist it fiercely then shift quietly. We identify your metabolic pattern and calibrate coaching intensity accordingly, ensuring sustainable behavioural change.
Stress signature
Under pressure, every leader reverts to a default mode — some become controlling, others withdraw, a few over-communicate. We map your stress signature so you can interrupt it before it damages trust within your team.
Narrative coherence
Your team builds a story about who you are as a leader. We test whether that story matches your intention. Gaps between the two are where the most powerful development opportunities live and where our work begins.
Energy allocation
Where you spend your attention reveals your actual priorities, regardless of what you say matters. We track attention patterns across strategy, operations, people and politics to reveal misalignments you may not see.
Our methodology
Four interlocking phases, each designed to produce observable change — not just insight. Scroll to explore each stage of our approach.
Behavioural mapping
We conduct structured interviews with your direct reports, peers and stakeholders. These are not 360 surveys — they are semi-clinical conversations designed to surface the specific behaviours that build or erode trust in your leadership. The output is a Behaviour Map unique to you, showing patterns you cannot see from inside your own perspective.
Pattern interruption
Using techniques drawn from cognitive behavioural science and deliberate practice research, we design micro-experiments for your real work environment. These are not role-plays. They are live interventions — small, specific behavioural shifts tested in actual meetings, conversations and decisions over a four-week sprint.
Reflective integration
Every two weeks, we hold structured reflection sessions that go beyond journaling. We use a proprietary protocol called the Dissonance Review, which forces you to confront the gap between what you planned to do and what you actually did. This is where lasting change takes root and old habits lose their grip.
Systemic embedding
Individual change fails when the system around you stays the same. In this phase, we work with your team to reshape meeting structures, feedback rituals and decision protocols so that your new behaviours are reinforced rather than resisted by the environment. This is what separates durable transformation from temporary improvement.
Your journey with us
Week 0 — Scoping conversation
A candid, no-obligation conversation where we explore whether our approach fits your situation. Not every leader needs what we offer, and we will tell you honestly if a different intervention would serve you better.
Weeks 1–2 — Behaviour audit
We interview your key stakeholders and deliver your personalised Behaviour Map. This document becomes the foundation for everything that follows and often produces revelations in itself.
Weeks 3–6 — Live experiments
You run micro-experiments in your real work context while we provide weekly coaching. Each experiment targets one specific behaviour, making change manageable and measurable rather than overwhelming.
Weeks 7–10 — Dissonance reviews
Fortnightly deep-dive sessions where we examine what worked, what reverted, and why. This phase is where most leaders experience their biggest breakthroughs as they confront comfortable self-deceptions.
Weeks 11–14 — System redesign
We work with you and your team to reshape the structures, rituals and norms that either reinforce or undermine your new leadership behaviours. This is the phase that makes change stick long after our engagement ends.
Month 6 — Impact review
We return for a follow-up assessment, re-interviewing stakeholders to measure observable change. This is how we hold ourselves accountable and how you see the return on your investment in concrete terms.
Questions we hear often
Traditional executive coaching often focuses on insight and self-awareness. We focus on observable behaviour change. Our coaches do not ask open-ended questions and wait — they design specific experiments, track outcomes, and intervene in your real work environment. The diagnostic phase also involves your stakeholders directly, which most coaching engagements avoid.
We work with individual leaders in organisations ranging from 20-person SMEs to multinational corporations. The methodology adapts to context. What matters more than size is whether the leader has genuine authority to change how their team operates and a willingness to be uncomfortable during the process.
Yes. While we are based in Northern Ireland and prefer to conduct the initial Behaviour Audit in person, the coaching, experiments and review phases work effectively over video. We have delivered full programmes to leaders in Edinburgh, London, Dublin and continental Europe without any loss of impact.
A full 14-week individual engagement typically ranges from £6,500 to £12,000 depending on the complexity of stakeholder interviews and whether system redesign involves team workshops. We provide a fixed quote after the scoping conversation so there are never surprise costs.
Our 6-month impact review exists precisely to answer this question with data rather than feelings. If stakeholder interviews at month six do not show measurable behaviour change, we extend the coaching phase at no additional cost. We have only needed to invoke this guarantee twice in five years.
We offer leadership cohort programmes for teams of six to twelve leaders within the same organisation. These follow the same methodology but add a peer-learning dimension where leaders observe and give feedback on each other's experiments. Cohort programmes run over 16 weeks and include two facilitated off-site sessions.
Start with a conversation
Tell us what you are navigating and we will be honest about whether our approach fits. No pitch decks, no pressure — just a direct conversation about your leadership context.
914 Erdman-Huels Meadow, Stoltenbergdon, Northern Ireland, GJ1 2LW, United Kingdom