Chair coaching
A confidential space to reflect on governance leadership, board dynamics and the responsibilities of the chair role.
Coaching
A confidential space for clearer leadership.
Senior leadership can be demanding, visible and isolating. Coaching offers a purposeful setting to examine the choices in front of you and decide how you want to lead through them.
Coaching at AUTHENTICATE
Human, direct and connected to the work.
We contract carefully, agree what is private and establish a clear purpose for the engagement. Coaching is tailored to the person, the role and the organisation’s context.
It is not a performance guarantee or a substitute for clinical support. It is a structured conversation that can help leaders make sense of complexity and act with greater intention.
Coaching pathways
Matched to the responsibility and moment.
These pathways are starting points. Scope and contracting are agreed before an engagement begins.
Non-executive director coaching
Support for contribution, influence and judgement in the boardroom and across committee responsibilities.
CEO coaching
A thinking partnership for the demands of leading an organisation, aligning stakeholders and making consequential choices.
C-suite coaching
Work through enterprise leadership, executive team contribution and the shift from functional expertise to broader influence.
Emerging leader coaching
Build self-awareness, confidence and practical leadership habits as responsibility expands.
Transition coaching
Support for appointment, role change, succession, integration or a significant career transition.
Team coaching
Help a leadership group surface its shared purpose, patterns of interaction and agreements for working together.
Assessment-led coaching
Use assessment feedback as one starting point for reflection, choice and a practical development focus.
Cross-cultural coaching
Explore leadership across markets, cultural expectations and different ways of building trust and alignment.
Illustrative engagement structures
A rhythm that fits the work.
Duration and cadence are agreed together. The structures below are examples only; there are no published fees or fixed packages.
3 months · Focused
A defined objective, initial exploration and a short sequence of coaching conversations to support an immediate transition or decision.
6 months · Sustained
A regular cadence to work through a development priority, test new approaches and reflect on progress in context.
12 months · Embedded
A longer reflective partnership for complex leadership demands, with space to revisit goals as the organisation and role evolve.
Leadership development is not about performing a role perfectly. It is about seeing more clearly, choosing deliberately and learning in the work.
Make room for a useful conversation.
Tell us about the leadership question. We will discuss fit, confidentiality and what a thoughtful coaching engagement could look like.