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For Organisations

Executive & Leadership Coaching

Taking your best potentials from high performers to true leaders 


  • Your talented people who are diverse, engaged and show potential

  • They are keen to develop a unique leadership style that they are proud to own

  • They want a clear path on the most effective leadership competencies without losing their humanity or identity


  • An agile and effective leader in complex situations with changing stakeholders and direct reports

  • An energised and aligned team

  • Open and productive relationships with peers & bosses



  • Individual or groups

  • A process of self-awareness, learning, observation, curiosity, reflection, and applied learning

  • Three way discussions with a sponsor, the leader and coach

  • Choice of skills training relevant to the leader

  • Hover over the 'typical engagement' box read more about it

Why CoachLab?

  • Between us, thousands of hours coaching at the executive level

  • Quick to build trust because we have walked in their shoes

  • Certified in internationally recognised leadership assessments

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"I put more time into strategy"

"I have thought that by putting all of my energy into taking on responsibilities, working hard long days, and executing the best possible ways, only then I am valuable enough to be promoted at work.


I realized that I need to value and respect myself to be a better person to others. I also started to delegate more.  I noticed that my team takes full responsibility and are proud of doing so. They expect me to listen and lead, not do everything.


I can now focus more on leadership skills, empowering, and coaching others to build trust. I have started to put more time on strategy and project planning, development planning and leading others, collaboration, and building networks."

Country Refs Manager, Novartis

Typical Engagement

  1. Planning meetings with sponsor and HR on organisational needs for skills development and on the job application

  2. Baseline leadership performance by using internationally recognised and validated leadership assessments

  3. 3-way meetings between sponsor, leader and coach to provide input on objectives and discuss progress

  4. Skills based training based on organisational needs assessments 

  5. Individual or small group coaching using research based methodology, frameworks and tools

  6. Choice of professionally accredited coach

  7. Meetings held either in person or virtually, depending on location

  8. Typical program runs 3-6 months

Team Coaching

Build collective accountability and leadership bench strength

Typical Engagement

  1. Discussion with team's sponsor on expected outcomes and agree on a mix of skills, coaching and mentoring

  2. 360 feedback on team from sponsor, stakeholders and direct reports based on Peter Hawkins 5 Disciplines Team Performance Model

  3. Set and review progress on team development plan which is a mix of facilitation, training and coaching.

  4. On-site and on the spot team coaching by attending meetings.

  5. Facilitate workshops on topics important to team development (eg purpose, values)

  6. Training on leadership & team tools when required.

  7. Typical engagements run from 6 months to a couple of years. Average engagement with the team is a half to one day/month

Stories from the field

Ruth describes her most challenging team coaching environment...

"I loved working with every person across the three teams that I coached. They were all high performing individuals.

But put them in a room together?  Meetings often descended into complete silence or a cacophony of individuals trying to talk over each other. Unresolved conflict hung in the air and stopped progress.

While most team coaches would focus on resolving the conflict, Peter Hawkins' 5 Disciplines model required the team to dig a bit deeper. Figuring out why the team was coming together (purpose), setting clearer objectives and agreeing accountabilities moved the teams away from conflict and towards collaboration." 



For Teams

  • Which despite having great people on them, struggle to achieve great outcomes

  • Where the leader does all of the talking…whether they want to or not

  • That have better conversations in the hallway than in the meeting room


  • A team more attuned to their important stakeholders

  • Engaged team members

  • A team leader who spends less time firefighting more time planning
    and thinking strategically



  • Based on Peter Hawkin's 5 Disciplines Model of Value Add Teams

  • Hover over the 'typical engagement' box read more about it


Why CoachLab?

  • Experience in contexts both politically charged and complex

  • Commitment to excellence through coach supervision and use of credentialled coaches

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Business Development Training & Coaching

Taking your talent from experts to professional services leaders


  • Organisations who sell expertise, not widgets!

  • Companies that rely on relationship & insight selling

  • Leaders who are fantastic experts but less great at selling themselves or their company


  • Peer support networks that carry on after the program ends

  • Change in the expert’s mindset from “I can’t” to “I can”

  • Key relationships that shift from ‘same old’ coffee meetings to meaningful conversations

  • Wins on the board as momentum increases


  • Flexible programs designed to suit cohort

  • Hover over the 'typical engagement' box read more about it


Why CoachLab?

  • Deep experience of the professional services environment and sold to the unsellable

  • An emphasis on expert coaching with targeted training to what is (mostly) a mindset challenge

  • Simple but highly effective concepts to focus on building confidence

Typical Engagement

  1. Pre-program planning with sponsor and HR to align with pre-existing training programs

  2. Agree on mix of training, small group and individual coaching to suit budget and cohort needs

  3. Pre/post program 180 assessment with 1-1 debriefs

  4. Business plans and personal development plans established and tracked

  5. Delivery of five core models around mindset, pipeline, value add, time management and accountability

  6. Small group coaching and mentorship embeds learning & accountability

  7. 3-way meetings between sponsor, participant and coach to provide input on objectives and discuss progress on key

  8. Graduation with participant providing stories of learning and progress

  9. Typical program runs 6-12 months

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Want to Engage your Employees?

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