"I came in thinking I needed a strategy overhaul. What I actually needed was to stop second-guessing every decision I made after 5pm." Finance director, Belfast fintech firm

Executive Coaching that follows the shape of your real career, not a textbook

Most coaching programmes hand you a model and ask you to fit inside it. We do the opposite. We trace the arc of where you have been, where you are stuck, and where the next move actually lives. Then we build from there.

This page reads like a timeline because that is how coaching works: your story unfolds in sequence, and each phase reveals the next question worth asking.

Senior executive reflecting by an office window at dusk

How a coaching engagement actually unfolds

Week 0: The honest conversation

Before any agreement is signed, we spend 45 minutes on a call that has one purpose: figuring out whether coaching is the right lever for what you are facing. Sometimes it is not. Sometimes you need a restructure, a hire, or a holiday. We will tell you.

Weeks 1 to 3: Mapping the real terrain

We gather input from the people around you, the ones who see your leadership up close. Not a 360 survey with 47 Likert scales. A handful of structured conversations that surface what no dashboard ever will. You receive a written brief that names the patterns, not just the symptoms.

"The brief was uncomfortable to read. It was also the most useful document I received in three years as COO." — Operations leader, Manchester logistics group

Weeks 4 to 10: Working sessions

Fortnightly sessions, 75 minutes each, held in person or by video. No worksheets. No personality quizzes. We work on the decisions you are actually making that month. If you are navigating a board conflict, we prepare for that board meeting. If you are rebuilding a team after a departure, we design the first 30 days of that rebuild together.

Week 11: The mid-point review

We pause and measure. Not with a satisfaction score, but by revisiting the original brief and asking a blunt question: has anything shifted? If it has not, we change approach. If it has, we identify what caused the shift so you can repeat it without a coach in the room.

Weeks 12 to 20: Deeper work

By this stage the surface-level fires are usually under control. The real work begins: the beliefs about authority, risk and identity that quietly steer every big call you make. This phase is slower, less structured, and often the part clients describe as the turning point.

"I stopped performing confidence and started actually feeling it. That distinction changed how my entire leadership team responded to me." — CEO, health-tech start-up, London

Week 21: Closing and handoff

We produce a short document together: what changed, what tools you now own, and what to watch for in the next 12 months. The engagement ends cleanly. No rolling retainer, no dependency. You can return for a single session any time in the following year at no extra cost.

21 weeks, start to close

6 working sessions minimum

1 free follow-up within 12 months

What we actually work on

Every engagement is different, but the territory tends to cluster around five areas. Here is how they map against the phases above.

Domain	Typical phase	What it looks like in practice
Decision architecture	Weeks 4 to 10	Redesigning how you gather input, weigh options and commit, especially under time pressure
Stakeholder dynamics	Weeks 4 to 10	Board relationships, investor conversations, peer conflicts at the top table
Identity and authority	Weeks 12 to 20	The gap between the leader you present and the one you are. Closing it without losing either
Transition readiness	Any phase	Moving into a new role, a new company, or a first-time board seat
Recovery and recalibration	Any phase	After a failed initiative, a public setback, or sustained overwork that has eroded judgement

A director who could not delegate

When she arrived, she was running a 140-person division and personally approving every hire, every budget line above £5,000, and every client-facing document. She knew it was unsustainable. She had been told so by three different mentors. Knowing did not change the behaviour.

Over 21 weeks we traced the pattern back to a specific failure early in her career where a delegated decision had gone badly wrong and cost her a promotion. That event had quietly installed a rule: if you want it done right, do it yourself.

We did not try to delete the rule. We built a new one alongside it: identify the three decisions per week that only you can make, and release the rest with a clear brief and a defined check-in point. Within two months her direct reports described a different working environment. She described sleeping through the night for the first time in two years.

Is this the right fit?

I have never worked with a coach before. Is that a problem?: Not at all. About half the people we work with are first-timers. The only prerequisite is willingness to be honest about what is and is not working. If you can do that, the process will work.
I am not in crisis. Do I still need coaching?: Some of our strongest engagements begin when things are going well. A leader who is performing but sensing that the next level requires something different is exactly the right candidate. Crisis coaching is reactive. This is proactive.
What does it cost?: A full 21-week engagement is £8,400 plus VAT, invoiced in two instalments. That covers all sessions, the stakeholder brief, the closing document, and the follow-up session within 12 months. There are no hidden fees and no upsells.
Can my organisation pay?: Yes. We invoice the organisation directly if preferred and can provide whatever documentation your procurement or L&D team requires. About 60% of our engagements are company-funded.
What if I want to stop early?: You can pause or end at any point after the mid-point review. If you stop before week 11, we will invoice only for sessions completed. We do not lock anyone into a process that is not delivering value.
Do you work outside the UK?: We work with leaders based anywhere, provided sessions can be scheduled within UK business hours or one hour either side. Video sessions are standard for international clients.

"I was sceptical about coaching. I had seen too many colleagues come back from programmes full of jargon and no real change. This was different. The work was specific, practical, and uncomfortably honest. I would do it again." Group managing director, Northern Ireland construction firm

Start with a conversation

Fill in the short form below and we will arrange a 45-minute call at a time that suits you. No obligation, no pitch deck, no follow-up emails you did not ask for.

Or reach us directly: [email protected] | +44 7124 009826

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Executive coaching is not therapy, counselling or medical treatment. Precision Exec Path does not diagnose or treat mental health conditions. If you are experiencing a mental health crisis, please contact your GP or a qualified mental health professional. Results described on this website reflect individual client experiences and are not guaranteed. Testimonials have been lightly edited for clarity and anonymised to protect client confidentiality.