Why a clear coaching process matters

Boards and investors no longer fund “feel-good” development—­they demand a line of sight from behaviour change to the P&L. This page shows exactly my seven-step framework turns executive insight into bottom-line impact, so decision-makers can judge fit, ROI and timeline at a glance.

1. Vision — Define the destination

• Establish personal and organisational goals
• Agree success metrics & ground rules
• Create psychological safety for honest work

Every transformative engagement starts by sharpening the destination. Together we translate high-level ambition into a vivid picture of success that links your personal values with the organisation’s strategic horizon. We define the hard metrics—revenue, margin, engagement—and the softer signals of progress, then agree the ground rules for honest dialogue. A shared, measurable vision becomes the North Star that guides every decision over the next 90 days and beyond.

2. Awareness — Surface blind-spots

• 360° interviews & psychometrics
• Map current culture vs. strategy
• Identify mindset or capability gaps

With the end-point clear, we turn the mirror inward. Through confidential 360° interviews, behavioural assessments and culture scans, you’ll discover how others actually experience your leadership. Blind-spots surface, strengths crystallise and misalignments between intent and impact are exposed. This data-rich snapshot replaces guesswork with evidence, giving you—and your team—the clarity to focus effort where it will create the greatest leverage.

3. Challenges — Focus the fight

• Rank performance obstacles by business impact
• Reframe roadblocks as solvable design problems
• Craft the “vital-few” priorities for the next 90 days

Awareness highlights obstacles; this step tackles them head-on. We catalogue every strategic, operational and behavioural blocker, then rank them by business impact. Bottlenecks such as slow decision cycles, clashing KPIs or founder dependence are reframed as design problems with root-cause solutions. By narrowing to the “vital few,” you conserve energy, rally resources and create the momentum that fuels sustained change.

4. Influence — Lead through others

• Expand communication range & storytelling power
• Practise catalytic rather than directive leadership
• Cement momentum with early, visible wins

Leadership scales through people, not solo heroics. Here we upgrade your storytelling, feedback and stakeholder-management playbook so vision cascades instead of evaporates. You’ll practise catalytic questioning, learn to flex between directive and coaching styles, and deploy quick-win alignment moves that demonstrate early progress. The result is a team that acts with one voice, multiplying your impact far beyond individual effort.

5. Improvement — Install better habits

• Bi-weekly 1-to-1 sessions + on-call voice notes
• Live feedback on meetings, decisions, talent moves
• Continuous loop : observe → adjust → advance

Insights meet action in a 90-day sprint of disciplined experimentation. Bi-weekly coaching sessions anchor new habits while real-time voice-note support keeps you accountable between meetings. We apply the observe → adjust → advance loop to live business scenarios—board prep, talent reviews, customer escalations—ensuring that behaviour change sticks because it solves real problems in real time.

6. Impact — Connect change to value

• Dashboard leading & lagging KPIs (e.g., decision speed, EBIT)
• Tie behaviour shifts to revenue, margin and engagement data
• Celebrate wins; embed new norms in the operating model

Now we link behavioural gains to the balance sheet. Leading and lagging KPIs—decision speed, churn, operating margin—populate a single dashboard, proving the causal line from new habits to hard numbers. Team engagement rises as people see their efforts registering in performance data, and the organisation bakes the upgraded practices into its operating model.

7. Results — Scale what works

• Document ROI for board & investors
• Codify practices for next-level leaders
• Ready the company for its next growth horizon

With proof in hand, we codify and scale what works. A concise playbook—covering rituals, metrics and mindset cues—spreads the new standard to next-level managers, safeguarding ROI as headcount grows. We review lessons learned, set the agenda for future horizons and, when appropriate, shift the coaching relationship to light-touch calibration so you keep compounding gains without losing velocity.

Outcomes executives care about

*Averages from client dashboards 2018-2025.

Client voices

“Linus turned blind-spots into breakthroughs. Decision time dropped 45 % and revenue popped 30 % inside nine months.”
— Global SaaS CEO

“The process made culture tangible—our board finally saw leadership work show up in numbers.”
— Private-equity Portfolio Chair

Frequently asked

How long until we see movement?
Early wins emerge in weeks 3-4; KPI lifts track through the 90-day sprint.

Virtual or in-person?
Both. Global clients blend secure video with one in-person intensive.

Confidentiality?
100 %—ICF code, NDA and encrypted data storage.

Ready to climb?

Every business and every leader is unique, and therefore Executive Coaching is always a customised and tailored experience.

Executive Coaching seeks to expand self-awareness, identifying blind spots and replacing rigid thinking with solution-oriented, focussed and strategic thinking.  This improves the performance and profitability of your business while building empathy with your team, improving motivation throughout your organisation, reducing staff absenteeism and turnover.    

A high performing leader can do more to improve company culture than just about any other factor.

Leaders accepted: 5 executive clients per quarter to protect depth.