Bespoke coaching experiences that accelerate personal growth, increase relational effectiveness, expand strategic insight and deliver commercial value



What do you mean by Executive Coaching?
Executive Coaching creates positive change for clients through time-bound, collaborative and confidential conversations based on trust and enquiry. My approach attends to both the individual and the organisational system, and seeks to coach both. “Executive” typically means having significant business experience (i.e. a minimum of 15 years), a senior leadership role and commensurate P&L responsibilities. Typical role titles include C-Suite, Country or Functional Presidents and Director-level. I also work with high-potential and accelerated talent development colleagues.
How will Executive Coaching help?
Executive Coaching accelerates growth and improves performance. I work with you to integrate commercial drivers, organisational system dynamics, psychological safety and emotional intelligence. You will likely notice improvements in your levels of awareness, grow your effectiveness in designing actions that create more impact and value, and increase your personal and relational effectiveness. Increased commercial value is an expected outcome of the work.
How does it work?
I offer packages of 8 sessions within 8-month windows. Sessions typically run for 60-90mins once every 3 weeks. These can be 100% in person (most expensive), a combination of in-person and virtual (medium cost), or all virtual (least expensive). Virtual means speaking by phone or teleconference rather than being together in person. You can see a typical engagement in the process section below.
What Coaching Specialisms do you have?
I specialise in working with executive leaders to increase performance and effectiveness, navigate transition and change with more skill, and develop executive sustainability and resilience.
What stops coaching from working?
There are two main coaching killers:

1. The single most important is the client who does not really want to do the work. Change can’t happen without ownership. Clients can be surprised by the effort and investment required. You will need both personal capacity and sufficient time to accommodate the work successfully.

2. Coaching can also fail to deliver when the relationship between the client and coach doesn't work well. This is why I offer a free no-commitment chemistry session before beginning the work. It’s ok if we decide not to work together – better to know before we begin.
How can I learn more?
I offer a chemistry session by teleconference or phone at no cost to you so that we can learn more about each other and test out the relationship. If the work will be sponsored by your organisation you might also check any requirements from your organisation (through your HR, Leadership or Talent Business Partner).
How is coaching different to mentoring or therapy?
Mentoring is advisory in nature (e.g. I would mainly advise or tell you based on my own experiences). Counselling and therapy focus on how the past may be getting in the way of the present. Coaching assumes you are in good working order, already effective, and uses ask rather than tell to co-create increased effectiveness in the present and for the future.
Are you qualified?
Yes I hold a number of qualifications which you can find on my About page. My Executive Coaching practice is accredited by the Association for Professional Executive Coaching and Supervision.
Are you regulated?
The coaching industry is not currently regulated, but best practice specifies that coaches should regularly review their practice, continuously develop, and manage their own well-being. I do this in three ways:
- through monthly coaching “Supervision”
- through quarterly life-mentoring
- by working to the APECS ethical code of practice
What is your philosophy on development?
I believe that the invitation for personal growth and transformation is the opportunity of a lifetime. It’s what gets me out of bed in the morning and occupies most of my waking hours. I commit to engaged clients who wish to become more authentic, more effective and to choose thriving over surviving. I believe that being effective with others begins first with being effective with one’s self, and I have learned that you can’t give others what you don't have and you can’t lead others where you haven’t been. For me this work is not for the faint-of-heart nor the tactical problem-solvers. For those with a growth mindset who are ready to have courageous and provocative conversations that you are unlikely to have anywhere else, you are in the right place.
What is your process
While each client engagement is unique, the features that are common will likely include:

1. You connect with me by email or phone to communicate your interest and potential requirements (and complete a coaching focus questionnaire as a next step).

2. We schedule a requirements and chemistry session and decide go/no-go. We involve others who need to be consulted (for organisationally sponsored work).

3. I send a proposal and contract for the work including commercial terms, selected products such as psychometric assessments, mutual expectations, agreed objectives, progress tracking and sponsor/stakeholder arrangements. Once the proposal is signed and 50% of the total fee is paid we are ready to begin.

4. Any psychometric assessments, data inputs or stakeholder interviews are mobilised, conducted and analysed and the first session is scheduled.

5. We commence work in our agreed format (in person / virtual), and you work between sessions to progress your goals.

6. At the mid-point we review progress to date, consider potential additional gains, and help you prepare a progress communication to sponsors and stakeholders. The remaining 50% of the fee is paid.

7. We complete the 8 sessions, review outcomes and complete our work together, preparing a second communication to sponsors / stakeholders, and providing feedback to each other along with a sustainability recap. In the event that there is another phase of work we recontract before commencing.

What Psychometric assessments do you use?
Psychometric assessments, typically in the form of 15-30min confidential online questionnaires, help to create an accelerated client profile in a reduced timeframe. While best thought of as informed hypotheses, psychometric inputs tend to be enriching, interesting and fairly accurate. Preferred psychometrics for executive coaching work that Russell is accredited in include:

Neo-PI3:A Five Factor Model of personality mostly recognised as the gold standard of personality assessments. Neo has an attractive level of depth that helps to explore five deeply researched areas of personality.

MBTI: MBTI or “Myers Briggs” is perhaps the most widely recognised developmental psychometric assessment on the market, known for exploring preferences and types, with wide ranging applications for individuals and teams, making MBTI useful in some way to almost every area of leadership development.

Firo-B: Firo is helpful for individuals and teams who want to better understand relationships and the implications of each other’s interpersonal needs (which Firo categorises as Inclusion, Control and Affection).

TKI: The Thomas Kilmann conflict inventory is a simple but powerful diagnostic for better understanding conflict, including typical conflict styles that we default to in an unthinking way, and how we can be more effective in having healthy productive conflict.