Investing in your senior leaders
The most capable people in your organisation are also the ones carrying the most. The decisions, the pressure, the complexity that doesn’t make it into any report.
Investing in how they think, lead and operate at that level isn’t a soft spend. It’s one of the highest-return investments a leadership team can make.
This is focused, one-to-one executive coaching for senior leaders, delivered by someone who has spent over 20 years in environments like yours.
When this works
Organisations typically come to this work at one of five moments:
A newly promoted leader stepping into a bigger role
You’ve made the investment in promoting them. This protects it. The transition from performing well at one level to leading effectively at the next is where most senior leaders feel the gap most acutely. Focused coaching accelerates that transition significantly.
A high performer whose engagement is shifting
Still delivering and still trusted. But with more to give than the current situation is drawing out of them. The cost of losing a senior leader in recruitment, in institutional knowledge, or in team disruption is multiples of what coaching costs. Getting ahead of it is straightforward to justify.
A leader being prepared for the next step
Succession planning works best when the individual is ready, not just identified. Coaching at this stage builds the capability and the confidence before the moment arrives, not after.
A senior leader navigating significant organisational change
Restructures, mergers, new mandates, shifting strategies. When the ground shifts beneath a senior leader, the quality of their thinking is what the organisation feels first.
A senior leader approaching the end of their tenure
How your most experienced people finish shapes what they leave behind, and how the organisation is perceived by everyone watching. The final chapter, handled well, is a leadership opportunity in its own right.
Why this works
I spent over 20 years in global banking and technology, including J.P. Morgan and Apple, working among EDs, MDs and senior leaders across the C-suite. I know what it feels like to operate at that level: the pressure, the pace, the complexity that doesn’t show up in any framework.
That experience shapes every coaching engagement. I’m not bringing theory into your organisation. I’m bringing real-world senior experience and professional accreditation through the Association for Coaching.
How this works
The engagement runs for six months. One 90-minute session per month via video call, with email support between sessions so the individual has somewhere to take things that come up in between. Each session is built around what is actually live for the client at that moment: the decisions, the dynamics, the questions they haven't quite had space to sit with. The work is focused, direct and entirely specific to the individual.
There are three parties involved: you as the sponsoring organisation, the individual, and me. At the outset, we agree the objectives and focus of the engagement together. From that point, all coaching conversations are strictly confidential. What happens in the sessions stays between the coach and the client.
This matters. Coaching only works when the individual can be completely honest. That requires a guarantee that the conversation itself isn’t being reported back. What you invest in is the outcome, a sharper, clearer, more capable senior leader, not oversight of the process. Leaders who are genuinely invested in what they're doing perform better. That's what this work produces.
Coaching is not a performance management tool and is not a substitute for one. If performance management is what’s needed, that’s a different conversation. What I do is develop capability, build clarity and unlock more from leaders who are already performing.
The next step
The right starting point is a conversation, about the individual, what you’re trying to achieve, and whether this is the right fit. There’s no obligation beyond that.
“After ten months of working with Frenchie, I have experienced that coaching isn’t just a skill he offers, it’s an integral part of who he is. He brings a unique combination of life experience, professional insight, and grounded presence to every session. He had a remarkable ability to help me reconnect with my own strengths, especially in moments when I struggled to see them myself.”
Megha Joshi
Strategic Advisor | Former CEO
