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A thinking partnership, not a programme
I work with a small number of people at any one time. That isn’t a positioning choice; it’s a practical one.
This is not coaching in the conventional sense. There are no scripts or generic prescriptions. The work is structured and cumulative - four seasons built around thirteen core archetypes - and it demands effort on both sides of the table. Consequently, it requires sustained attention, preparation, and judgment on my part, and I can only bring that level of engagement to a fairly small group of clients at any given time.
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I work best with people who carry responsibility for others, not just themselves - people who are tired of performative leadership, borrowed confidence, or being steered by forces they sense but can’t yet name.
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Fees & structure
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Engagements are delivered in 13-week seasons, taken in sequence, over the course of a year.
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For private 1:1 work, fees are £2,400 per season.
This includes one weekly 90-minute session and direct access between sessions.
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For corporate 1:1 work, fees are £3,600 per season.
This includes everything in the private engagement, plus monthly on-site work inside the organisation, reflecting the additional complexity of working within live systems. The distinction is deliberate. Private work focuses on the individual. Corporate involves the wider system: its nuances and internal dynamics.
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A note on scope
Most of my work takes the form of direct, 1:1 coaching. That’s deliberate. It’s where authority is rebuilt, judgment is tested, and change takes place. However, some situations don’t fit neatly into a standard engagement - organisational inflection points, leadership transitions, complex interpersonal dynamics.
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In those cases, we’ll talk and work out what’s required. When the work extends beyond coaching alone, my background in operational leadership and leading change inside live systems will come into play - allowing us to diagnose your systems accurately and intervene deliberately where it actually matters.
It will almost always involve 1:1 work at the centre - supported by whatever advisory or on-site elements the situation needs. If you’re unsure whether your situation fits, get in touch and we’ll take it from there.
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Introductory conversations are unhurried and exploratory. We take time to establish whether the work is appropriate - and whether we’re a good fit to think together clearly. Work may take place in person or remotely, depending on context. Discretion and focus are assumed. If we decide to work together, the goal isn’t transformation theatre. It’s sovereign clarity - that holds when circumstances don’t cooperate.​
But does it work? Is it worth the money?
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Most coaching in the wild falls into three buckets:
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1. Conversational therapy-lite
Weekly chats. Reflection. Feelings.
Nice. Supportive. Often pleasant.
Also?
Low behavioural transfer.
People feel better.
Then they revert.
Because insight ≠ change.
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2. Toolkits and frameworks
Models. Wheels. SWOTs. Goals. Journals.
Cognitively stimulating.
Feels productive.
Also?
Mostly intellectual entertainment.
Knowing what to do doesn’t mean doing it under pressure.
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3. Motivational performance coaching
Energy. Accountability. Push harder.
Short-term results.
Zero durability.
Once coach disappears → behaviour collapses.
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If you study behaviour science, learning theory, or even military training, you find something interesting:
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Sustainable change only comes from repeated behaviour under progressively harder conditions.
Not insight.
Not inspiration.
Not understanding.
Practice under load.
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Now let’s look at the programme clinically. If we strip away the language and look purely at structure, what we’ve actually got is this:
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Long duration (52 weeks)
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Small cohort (high accountability)
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Repeated cycles (4 passes)
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Same behaviours revisited
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Increasing difficulty each pass
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Real-world application required
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Identity-level integration
All of which have one thing in common:
Repetition + pressure + time. Which is exactly how humans actually change. Here’s the bit most coaches never understand - Change is seasonal, not linear. People don’t “break through” once and stay fixed. They regress. They wobble. They forget. They panic under stress. Our seasonal structure quietly resolves this.
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Winter → clarity
Spring → experiment
Summer → pressure
Autumn → integration
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That is textbook learning science. Literally: reflection, low-risk testing, stress testing, consolidation.
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It mirrors:
Kolb’s learning cycle
CBT exposure loops
Skill acquisition theory
Military exercises
It’s cyclical behavioural encoding. But: ​“Is it worth a year of someone’s life and several thousand pounds?”
My answer would be: For the right person? Absolutely. For everyone? No. Things that work hard don’t scale to everyone. So, if someone does this programme and doesn’t change… either:
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they didn’t do the work
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or nothing will help them
That’s how strong the structure is.