We sit with senior teams in Scotland and across the UK, unpick the habits that slow decisions down, and rebuild the way authority, conflict and accountability operate day to day.
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We interview each member of your senior team individually. These are confidential, 60-minute calls where we ask about real frustrations: where decisions stall, which meetings feel pointless, what topics people avoid. We compile a frank summary, anonymised but specific, and share it with the full team inside two weeks.
Armed with the diagnostic, we facilitate an intensive offsite. No motivational speeches. We work through concrete scenarios drawn from your own organisation: a product launch that drifted, a hiring disagreement that festered, a budget conflict nobody raised openly. The team practises resolving them differently. By the end of day two, you leave with written agreements on authority boundaries, escalation rules and meeting cadence.
For the next six to twelve months, we hold monthly 90-minute sessions with the full team and fortnightly one-to-one calls with each leader. We track whether the agreements from the offsite are holding, adjust them when the business context shifts, and flag emerging tensions before they calcify.
At the end of the engagement, we re-run the diagnostic interviews and present a before-and-after comparison. You keep the frameworks, templates and facilitation guides we built together. Most clients renew; some don't need to, and we're honest about which camp you fall into.
Fortnightly 50-minute calls with a single leader. We focus on the decisions you're avoiding, the feedback you're not giving, and the habits that made you successful at the previous level but now get in the way. Typical engagement: six months.
The full diagnostic-offsite-coaching cycle described above. Designed for executive committees of four to twelve people who need to make faster, cleaner decisions together. We work on-site in Scotland or wherever your team gathers.
We design and run board strategy days, succession planning sessions and governance reviews. Useful when the chair wants an outside perspective that isn't another Big Four slide deck. We prepare a written brief beforehand and deliver a crisp action log within 48 hours.
For leaders stepping into a new role: first-time CEO, new country manager, founder handing over to a professional MD. We compress the learning curve from twelve months to about four, meeting weekly during the critical first hundred days.
When two senior leaders are at an impasse and it's affecting the wider team, we step in as a neutral third party. Structured mediation over two to four sessions, with a written agreement at the end. Not therapy. Practical, bounded and confidential.
Training courses teach concepts in a classroom and hope they transfer back to the office. We work inside your real context, with your real conflicts and your real decisions. Nothing hypothetical. The learning happens while the work gets done, which is why changes tend to stick.
Most of our clients have between 80 and 2,000 employees. The senior team we work with directly is usually four to twelve people. We have worked with larger multinationals, but only when we can engage the same core group consistently over months rather than running a programme across hundreds of managers.
Yes. About a third of our engagements are with teams based in England, and we've worked with companies in the Netherlands and Norway. Offsites can happen wherever suits you. Monthly coaching sessions run on video unless you prefer in-person, which we're happy to arrange.
One-to-one executive coaching starts at £1,800 per month. A full senior team alignment engagement, including the diagnostic, offsite and twelve months of coaching, typically runs between £45,000 and £70,000 depending on team size and travel. We quote a fixed fee after the initial conversation so there are no surprises.
We re-run the diagnostic interviews at the end of the engagement and compare the results. We also track specific operational metrics agreed at the outset: time-to-decision on strategic items, meeting frequency and duration, employee engagement scores for the layer below the senior team, and voluntary attrition in the leadership cohort.
Absolutely. Many clients begin with one-to-one coaching for the CEO or MD. If it becomes clear that the wider team dynamics need attention, we can expand the scope. There's no pressure to buy the bigger package; we'd rather do focused work well than spread ourselves thin.
The first conversation is free and takes about 30 minutes. We'll ask what's going on, you'll ask how we work, and by the end we'll both know whether there's a fit.
63 Woodland Close, Upper Weberwood, Scotland, AG38 9ZB, United Kingdom