Coaching for Emerging Leaders
From High Performer to Strategic Leader
This coaching is designed for experienced professionals who are ready to step into more influence, impact, and leadership. You’ve mastered delivery. Now it’s about elevating how you lead, communicate, and position yourself inside the organisation.
Each session is focused, actionable, and tailored to your context. You'll get practical strategies that translate directly into performance.
What you'll gain
🔹 A targeted development plan
We focus on your values, beliefs, and building capabilities that will accelerate your career. Together, we identify your edge, close critical gaps, and align your development to your leadership goals.
🔹 Tools you can use immediately
Every session delivers practical frameworks, whether it’s influencing senior stakeholders, leading through complexity, or managing competing demands. You’ll walk away with strategies ready to implement now.
🔹 Leadership without the title
You don’t need a promotion to lead strategically. We develop the behaviours and presence that position you as a leader long before the role becomes official.
🔹 A trusted thinking partner
This is more than coaching. It’s a sounding board for complex decisions, high-stakes conversations, and career-defining moves. You’ll get honest insight, strategic perspective, and real-world guidance.
Core skill areas we focus on
Executive Presence
You know your stuff—but you’re not always heard. We sharpen how you communicate in senior settings so you project confidence, credibility, and clarity.
Strategic Communication
Executives don’t want detail—they want clarity, insight, and action. We work on how to frame your message to drive alignment and decisions.
Self-Leadership & Resilience
When the demands are high, you need to operate at pace without burning out. We help you create sustainable performance habits and set clear boundaries that protect your capacity.
Career Positioning & Visibility
Delivering results isn’t enough. We clarify your narrative, raise your visibility, and prepare you for conversations that move you into the next-level roles.
Feedback Fluency
Generic feedback wastes time. You’ll learn how to ask for, give, and act on feedback that improves performance and builds credibility.
Cross-Functional Influence
You’re strong in your function. Now you need to lead across. We work on how to navigate power dynamics, manage competing agendas, and influence without formal authority.
Who is a high performer? A few examples 👇
Role: Senior Analyst, Project Manager, or Senior Specialist (Individual Contributor)
Age: 32-38
Background: Sarah is highly skilled in her technical field and is known for her deep expertise. She’s been promoted to a role where she is expected to guide a team or influence others without formal authority. She often finds herself “leading” by default, but it doesn’t come naturally. She misses the clarity of being the go-to expert and is unsure about how to shift her approach to leadership.
Challenges:
- Struggles with delegation and letting go of "doing it all."
- Feels invisible despite her contributions.
- Doesn’t know how to manage up and navigate company politics.
- Caught between doing her job and learning to lead.
- Anxiety around giving feedback and difficult conversations.
What she needs:
- Clear strategies for leading people and projects.
- Confidence in her leadership identity.
- Tools to navigate interpersonal dynamics (feedback, influence).
- A clear path from “expert” to “leader.”
How coaching can help her:
- One-on-one coaching focused on leadership mindset and strategic thinking.
- Practical tools like feedback templates, stakeholder maps, and leadership frameworks.
- Group coaching to develop confidence in leading peers.
Role: New Team Lead, manager of a small team, or first-time manager
Age: 28-35
Background: Tom has just been promoted into a formal management role, but he’s still doing much of the work he was responsible for before. While he’s proud of his promotion, he’s now juggling the challenges of leading a team and delivering results. His confidence is shaken as he doesn’t have all the answers and finds it hard to balance strategic oversight with his old hands-on tasks. He also feels isolated in his new role, with no real training or guidance on leadership.
Challenges:
- Juggling the tactical work with the need to manage people.
- Lacking a roadmap for effective leadership.
- Struggling to give up control and trust his team.
- Overwhelmed by people's problems (motivation, conflict, feedback).
- Not knowing how to inspire or engage his team.
What he needs:
- A clear framework for transitioning from tactical to strategic leadership.
- Skills to communicate effectively with his team and senior leaders.
- Boundaries to prevent burnout.
- Confidence and clarity in making leadership decisions.
How coaching can help him:
- A tailored coaching program for first-time managers.
- Workshops on delegation, giving feedback, and building team culture.
- Ongoing support in adjusting to the role with accountability and feedback loops.
Role: Senior Manager, Director in waiting, or High-Potential Leader
Age: 35-42
Background: Julia is already a senior manager with several years of leadership experience. She’s being groomed for executive roles but feels uncertain about how to make that leap. She’s done well in her career so far, but she’s missing the strategic thinking and executive presence that will help her stand out at the senior leadership table. She wants to be seen as a true leader—not just a strong individual contributor or team manager.
Challenges:
- Feeling like her current role doesn’t challenge her enough.
- Not having a clear roadmap for making the leap to executive leadership.
- Struggling with self-doubt and imposter syndrome despite her track record.
- Feeling the pressure to step up but unsure how to develop her leadership brand.
- Difficulty in influencing cross-functional teams and senior leadership.
What she needs:
- Clarity around her leadership style and personal brand.
- Tools for influencing at the executive level and managing cross-functional dynamics.
- Support in overcoming imposter syndrome and stepping into her full leadership potential.
- A strategy for developing her strategic thinking and decision-making skills.
How coaching can help her:
- Leadership identity coaching to help her define and embody her executive brand.
- Advanced training in strategic thinking, influencing, and executive presence.
- Ongoing mentoring and coaching as she prepares for higher-level leadership roles.
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