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In most leadership situations, trust, respect and collaboration are simply more effective than pre-emptive domination.

Stephen Denning, The Leader’s Guide to Storytelling

Executive coaching aims to optimise the leader’s performance at the cutting edge of his or her organisation.

  • This is one-to-one coaching about the demands and needs of the organisation.
  • The executives who are most receptive to coaching are usually in some kind of transition: e.g., promoted to a different role.
  • First meeting. Agreement with the coaching client and the organisation on two key variables: 1) what are the key behaviours that will make the most positive change in increased leadership effectiveness?  2) who are the key stakeholders that should determine [in 3, 6 months,1 year] if this change has occurred?

Structure of the Agreement

  • Agree on the brief from the organisation.
  • Meet with the coachee – challenge, align, and agree on priorities and direction. Coachee to complete an Intake Questionnaire.
  • Session 1. Use the Intake Questionnaire as a goal-setting tool, decide on strategies, and set actions.
  • Feedback and feed-forward.
  • Follow-up for sustainability.

Get the best out yourself; get the best out of your professional life