Testimonials
2:1 Coaching and Mediation
We support senior leaders whose ability to work together is critical to organisational success.
Many of the most important leadership decisions are shaped between two people, including founders, partners, CEOs and Chairs, or senior colleagues with shared responsibility. When that relationship works well, the organisation moves forward with confidence. When it becomes strained, progress can quickly slow.
Even highly capable leaders can find themselves misaligned.
We bring extensive experience helping senior leaders rebuild working relationships, restore confidence and establish a more effective partnership so the organisation can move forward with clarity.
Our work frequently supports leaders in private equity-backed businesses, professional partnerships and founder-led organisations where the quality of leadership relationships directly influences performance.
Our Approach
Effective work with leadership pairs requires both care and directness.
We draw on our experience in executive coaching, mediation, psychology and leadership advisory to support conversations that might otherwise remain unresolved.
In most engagements we spend time with each leader individually as well as working together. This allows unexpressed perspectives to surface and creates the conditions for more productive joint dialogue.
Our role is not to take sides but to help both leaders understand what is happening between them and establish a practical way of working together that the organisation can rely on.
When To Engage This Work
Leaders typically seek this work when an important partnership becomes strained or when the demands of the organisation require the relationship to function at a higher level.
This may involve resolving differences in leadership style or strategic direction, strengthening collaboration between senior colleagues or addressing tensions that have begun to affect decision-making.
We are frequently invited to support leadership relationships during moments of transition, for example when a new CEO joins, when founders move from start-up to scale or when responsibilities shift within a senior team.
In other situations the aim is preventative: strengthening the partnership before misalignment begins to affect the wider organisation.
Our Experience
We have supported incoming and outgoing CEOs through succession, helped senior partners rebuild working relationships after significant conflict and enabled leadership pairs to regain alignment at important organisational moments.
The focus is always practical: establishing a partnership that allows both leaders — and the organisation they lead — to function with clarity and confidence.
Our proven method for success
Clarity
We establish what is really happening between leaders.
We help them to step back and examine the dynamics shaping their working relationship including expectations, assumptions and unexpressed tensions.
Individual sessions alongside joint work create a clearer understanding of the relationship so conversations can move forward with honesty and precision.
Alignment
We rebuild an effective way of working together.
We support leaders to strengthen communication, rebuild trust and clarify how decisions will be made going forward.
The focus is practical: roles, authority, accountability and how the partnership operates under pressure.
Meaning
We restore shared direction.
High-performing leadership partnerships work best when there is a clear sense of what the relationship is for.
We help leaders reconnect around shared priorities, clarify their respective roles and establish the conditions for a partnership that is credible, sustainable and effective over time.
Who this work is for
Leaders typically leave this work with clearer expectations of one another, renewed trust and a more stable foundation for working together. In turn, the organisation benefits from stronger alignment and greater confidence at senior level. This work is particularly relevant for:
Leadership transitions
leaders moving into new roles who must quickly establish an effective working partnership.
CEO and Chair relationships
where alignment between the two roles is essential to organisational direction.
Co-founders and business partners
navigating growth, change or shifting responsibilities.
Successor and incumbent leaders
managing leadership succession or role evolution.
Senior leadership pairs
carrying shared organisational responsibility.
Partners and investment professionals
operating in high-accountability environments.
Because these situations are often sensitive, we begin with a confidential conversation to understand the context and consider whether this work would be helpful.
What Clients Value
Trusted by organisations including
Working relationships at senior level shape far more than the individuals involved. When they function well, leadership becomes more stable, decisions are clearer and the organisation is able to move forward with greater confidence.
Michelle Obama undoubtedly put imposter syndrome back on the radar with her memoir Belonging and, in our work, we see many more leaders prepared to hold up their hands and tell stories of how the dreaded imposter syndrome has impacted and their careers Michelle Obama undoubtedly put imposter syndrome back on the radar with her memoir Belonging and, in our
Burnout is a prevalent issue among senior leaders, and as an executive coach, I encounter it so often in my practice. Plus, having been a banker and corporate lawyer myself, I understand the intense pressure that can lead to burnout. Today, I want to share some researched-based strategies and practical tips on how to recognise and recover from burnout, helping
