We have run this process with over 140 managers since 2018. It has been refined each year based on what works and what does not. The structure below applies to one-to-one coaching; peer groups and workshops follow a similar logic but with different timelines.
You call or email us, and we set up a 30-minute call within a few days. This is not a sales pitch. We want to understand your situation: what role you are in, what is going well, what is frustrating you, and what you hope will be different in six months. If it sounds like a good fit, we move to step two. If not, we will say so honestly and, where we can, point you toward someone else.
Before your first coaching session, we send you a short self-assessment questionnaire. It takes about 20 minutes and covers how you spend your time, what decisions you find hardest, and where your team is strongest and weakest. Your coach reviews your answers and uses them to shape the first session. Together you agree on two or three specific goals for the six months ahead. These are concrete: "reduce the time I spend in operational meetings from 15 hours to 8 hours a week" rather than "become a better leader."
We match you with a coach based on your sector, your seniority level and the type of challenge you are working on. A manufacturing operations director dealing with supply-chain pressure will get a different coach than a tech startup founder trying to build a leadership team for the first time. If the match does not feel right after the first session, we will reassign you at no extra cost. This has happened three times in five years.
Sessions happen every two weeks, either at our office on Rau Drive in Kunde-under-VonRueden or over video. Each one lasts 75 minutes. You set the agenda: you bring the challenge, decision or situation that is most pressing right now. Your coach listens, asks questions, pushes back where needed, and helps you think through options. You leave each session with at least one clear action. Between sessions, you receive a written summary and a reflective prompt.
After session six (roughly three months in), you and your coach take stock. How much progress have you made against the goals you set in step two? What has changed in your role or organisation since you started? Do the goals still make sense, or do they need adjusting? This review takes about 30 minutes and happens at the start of a regular session. About a third of clients revise at least one goal at this point.
Session twelve is different from the others. Instead of working on a live problem, you and your coach review the full six months. What did you change? What stuck? What still needs work? You create a short forward plan: the habits, practices or decisions you want to maintain or build on after coaching ends. Some clients choose to extend for another six months; others move into a peer advisory group for ongoing support. There is no pressure either way.
Every programme we run follows the same four principles. They are not slogans; they shape real decisions about how we structure sessions, choose coaches and measure progress.
We do not teach leadership theory and hope you apply it later. You bring a real situation from your week, and we work on it together. The learning comes from doing, not from slides. If a session does not change something about how you handle the next conversation, meeting or decision, it was not useful enough.
Our coaches will tell you things your direct reports probably will not. That might mean pointing out that you are avoiding a difficult conversation, or that the restructure you are planning has a gap you have not noticed. Coaching that only affirms what you already believe is a waste of your money.
Vague goals produce vague results. We ask you to commit to actions with dates, numbers and names attached. "Improve communication" becomes "hold a 15-minute standup with the operations team every Monday and Thursday starting next week." We track these commitments across sessions.
At the midpoint and at the end, we compare where you are against where you started. We use the same self-assessment from step two, plus your own judgement and, where appropriate, feedback from your team. If the numbers have not moved, we figure out why and adjust.
These figures come from post-programme surveys completed by clients between 2020 and 2024.
of coaching clients reported measurable progress against their primary goal
average weekly time saved on operational tasks after six months of coaching
of new clients come from referrals by existing ones
of peer group members renew for a second year