Mostly ambitious organisations of 100 to 2,000 people - scale-ups, founder-led businesses, owner-managed companies, and mid-market organisations that want the quality of coaching and leadership development typically reserved for much larger firms. We work across professional services, financial services, technology, healthcare, energy and other sectors. If you are not sure whether we are the right fit, the easiest way to find out is a short conversation.

Yes. Our founding partners have delivered leadership programmes across six continents and our coach network includes practitioners working in more than 20 languages. We have direct operational experience of coordinating multilingual coaching programmes across multiple countries. Engagements are delivered virtually, in-person, or as a blend of both depending on what the situation requires.

Every coach and facilitator we work with has been personally assessed by Ben and Tamsin - not just credentialled and approved, but seen in practice. We know how they work, how they show up when a session goes somewhere unexpected, and what their clients say six months after the work has finished. We would not recommend a coach we were not confident was right for the specific leader and situation in front of us. This is what distinguishes us from a coaching directory, where selection is left with the buyer, and from a platform, where it is algorithmic.

Coaching platforms offer volume, speed, and a standardised experience - they are designed for organisations that want to deploy coaching at scale across large employee populations. That’s great for some, but it is not the same thing as what we do. We work with senior leaders and leadership teams where the depth of the relationship, the quality of the match, and the continuity of the engagement are critical. Algorithmic matching and standardised depth cannot replicate that. We also offer team coaching, bespoke leadership programmes, and workshop facilitation - none of which platforms provide. For organisations that have tried a platform and found it inflexible or insufficient for their senior people, we are frequently the next conversation.

EOS, Scaling Up, and similar frameworks give a leadership team a shared operating system - a structured approach to meetings, goals, and accountability. They are genuinely useful for certain organisations. What they do not do is develop the quality of thinking, relationship, and trust within the leadership team itself. A framework tells you how to run the meeting; coaching addresses what is happening in the room before, during, and after it. Many of our clients use an operational framework and coaching in parallel - they are not in competition. If you are evaluating both, the question to ask is whether your leadership challenge is primarily structural or relational.

We are watching this space closely and will use AI tools where a client specifically requests them and where they genuinely add value - for example as a between-session reflection tool or for goal-tracking. We also believe there are important things that technology does not currently replace: the quality of a coaching relationship with a highly experienced human practitioner, the judgement to know what a leader needs in the moment, and the presence to notice what is happening - including what may not be said - and work with it.

This is particularly important at senior levels and in team coaching, where context, relationships and dynamics are often as important as the issue being discussed.

We use what works for each client, remain curious about what technology can offer, and are transparent about its strengths and limitations.

We do not publish a rate card because the right engagement varies significantly by context, scope, and duration. What we can tell you is that our fees are meaningfully below the top-tier consultancy market - because we do not carry the same overheads - while the quality of the coaching itself is equivalent. We are transparent about how our pricing works once we understand what you need. The first conversation is always without obligation and always free.

A typical executive coaching session is 60 to 90 minutes, usually every two weeks..

But the question isn't whether coaching takes time. It's whether it gives leaders back more than it asks of them.

Coaching creates dedicated space for leaders to step out of the reactive, firefighting cycle, think more clearly, make better decisions and focus on what matters most. We’ve seen this first-hand in our work with organisations.

We are not in the business of promising that coaching will be effortless - we are in the business of making it worth it.

Yes, and this is one of the situations where team coaching and executive coaching add the most demonstrable value. Private equity investors look closely at the coherence and capability of the leadership team during due diligence. A team that communicates clearly, surfaces conflict constructively, and executes strategy cohesively is significantly less risky as an investment. We work with founders and leadership teams ahead of funding rounds, during post-acquisition integration, and at the transition points where the demands on leadership change most rapidly. If you are preparing for a PE raise or exit and want to talk about what that process typically requires, we are happy to have that conversation.