When someone capable steps up, the challenge is rarely their ability
The people organisations invest in at this level are already capable. They are trusted, they deliver, and they are ready for more.
As responsibility increases, however, the challenges often change. Decisions become more complex. Expectations grow. Leadership often requires a different way of thinking and operating.
Without the space to reflect and adapt, capable people can become stuck in old ways of working.
That is where coaching makes a real difference.
Why invest in coaching rather than training?
Training is excellent for developing knowledge, skills and capability.
But many leadership challenges are not caused by a lack of knowledge.
The people organisations invest in at this level usually know what good leadership looks like. They understand communication, delegation, accountability and decision-making. The challenge is often applying those things consistently in increasingly complex situations.
As responsibility grows, people can become constrained by assumptions, habits and patterns that have served them well in the past but are no longer enough for the role they are stepping into.
Coaching creates the space to explore those challenges in a way that training cannot. It helps people think more clearly, develop greater self-awareness, strengthen their judgement, and adapt how they lead as the demands of the role change.
This is transformational coaching.
It focuses on how people think and operate, not simply what they know.
As that changes, so does the quality of leadership in practice.
What tends to change?
Most leadership challenges are not caused by a lack of knowledge.
More often, they are shaped by assumptions, habits and patterns that develop under pressure over time.
As coaching progresses, organisations often see:
-
Greater confidence in decision-making
-
Stronger ownership and accountability
-
More effective communication
-
Increased leadership presence
-
Better judgement under pressure
-
Greater willingness to address difficult conversations
The impact shows up in behaviour, not theory.
Why work with me?
Alongside my work as a coach, I co-lead The Channel Recruiter, a specialist recruitment business operating across the IT and technology channel.
I also bring more than twenty years of experience in commercial, sales and marketing leadership roles.
As a business owner, I understand the challenges organisations face when developing people, building leadership capability and helping individuals succeed in increasingly demanding roles.
That context helps me understand the environment someone is operating within. The coaching itself focuses on the individual, how they think, how they operate, and what may be getting in the way of their growth.
How it works
Coaching is structured as a three-way agreement between the individual, their manager or sponsor, and me.
At the outset, we align on the context, the areas of focus, and what success would look like for both the organisation and the individual.
The coaching conversations themselves remain confidential. This creates the conditions for honest reflection, meaningful challenge and genuine development.
Where appropriate, we can agree how progress is shared in a way that supports the organisation while maintaining the integrity of the coaching relationship.
Engagements typically run over three to six months, with regular one-to-one coaching sessions throughout that period.
Investment
Emerging Leaders & Managers
Six coaching sessions delivered over three to six months.
£2,200 per participant
Senior Leaders, Founders & Business Owners
Six coaching sessions delivered over three to six months.
£3,600 per participant
For organisations supporting multiple individuals or looking for a bespoke coaching programme, please get in touch.
A client's perspective
"Richard combines empathy with real challenge. He creates a space where you feel understood, but he will not let you stay vague or comfortable. He pushes you to be precise and intentional in how you think and act. This kind of coaching is particularly valuable for people who are already performing well but need to evolve how they think, prioritise, and advocate for themselves to operate at a higher level."
Victoria Richardson, Head of Performance and Insights, EA Geneva
Start with a conversation
If you have someone stepping into greater responsibility, navigating a significant transition, or showing potential that isn’t yet being fully realised, let’s talk.
Together, we can explore the situation, the support that may be helpful, and whether coaching feels like the right fit.