Leadership Coaching for Senior Corporate Leaders

Who it's for

For senior leaders inside larger organisations.

You're a senior corporate leader (executive, director, partner, function head) inside a larger organisation. The engagement is sponsored by HR, your line manager, or the function head. The investment is institutional but the work is intensely personal.

The need usually shows up as one of these patterns:

A high-performing leader whose team feedback keeps circling "communication" or "warmth," and the existing development hasn't shifted it.
A new appointment (recent promotion, lateral move, change of brief) where the next 12 months will decide the next five.
A team that's competent on every measurable axis but quietly disengaged, where the leader senses the gap and is open to looking at themselves first.
A culture intervention where coaching the leader and the team in parallel is more honest than running them separately.

If you're a founder or solo operator (not corporate-sponsored), see executive coaching instead.

The wrap

One-to-one coaching, held inside the team.

Pure individual coaching can leave the leader genuinely transformed and the team unchanged. The leadership coaching engagement is built so the team feels the change, not just the leader.

That happens through three structural choices:

CliftonStrengths Top 5 for the whole team. Everyone the leader works with gets their Top 5. The team starts to see itself the way you do. James is Gallup Certified to run the debrief.
Two team mornings. A kickoff at month one and an integration at month six. The leader's commitments become the team's commitments. The shifts get witnessed and named.
Emotional Culture Pulse, pre and post. Five minutes per team member to measure what's actually being felt at work. Run before kickoff and again at month six. Tells the sponsor whether the engagement moved the team, in language the team controls.

The programme

Six months. One leader. The team around them.

The default container is six months. Adjustments are made by exception; the shape below is what most engagements look like.

Foundation · 6 months

Leadership coaching · standard engagement

Six one-to-one coaching sessions for the leader, one per month, 60 minutes each.

Onboarding: CliftonStrengths Top 5 for the whole team plus a Full 34 assessment for the leader. Three-way kickoff with sponsor to agree outcomes.

Kickoff team morning at month one. Integration team morning at month six. Pre and post Emotional Culture Pulse.

Quarterly check-ins with the sponsor on themes and progress (never on content of sessions). End-of-engagement report.

James holds four corporate engagements at any one time.

Growth · larger groups

Two-leader engagements

Same structure, scaled to two parallel leaders within the same function or business unit. Useful when the cultural lift needs to happen across a leadership pair rather than a single individual.

Integration · 12 months

Full team integration

Twelve-month engagement covering three leaders, deeper team work, and ongoing culture instrumentation. Reserved for organisations who have run at least one shorter engagement first and want to embed the practice beyond a single team.

Pricing depends on the size of the team, the depth of measurement, and whether sessions are in person. Indicative ranges are shared after a discovery call. Email to start a conversation →

Confidentiality

What's said in coaching stays in coaching.

The sponsor receives engagement reports that cover themes, commitments, and progress against the outcomes agreed at kickoff. The sponsor does not receive the content of sessions. This is the ICF Code of Ethics standard and is non-negotiable. Sponsors who want a coach who reports back on the leader specifically are looking for performance management, not coaching.

Questions sponsors ask

Common questions.

Who typically sponsors this engagement?

Usually HR, the leader's line manager, or the function head. The contract is between Christensen Coaching and the sponsoring organisation, not the leader directly. Coaching itself remains confidential between James and the leader.

How is this different from one-to-one executive coaching?

The work with the leader is largely the same. What changes is the wrap: leadership coaching engagements are anchored on CliftonStrengths Top 5 for the team and Full 34 for the leader, bracketed by two team mornings (kickoff and integration), and measured by a pre/post Emotional Culture Pulse.

What's the default container?

Six months, six one-to-one coaching sessions (one per month), one CliftonStrengths Top 5 for the whole team, one Full 34 assessment for the leader, two team mornings, and pre/post Emotional Culture Pulse measurement. James holds four corporate engagements at any one time.

What does confidentiality look like with a sponsor?

What's said in coaching stays in coaching. The sponsor receives engagement reports that cover themes, commitments, and progress against agreed outcomes — never the content of conversations. This is the ICF Code of Ethics standard.

How does the team morning work?

A half-day session with the leader's full team. Kickoff session debriefs the CliftonStrengths Top 5 results and sets the Emotional Culture intentions for the engagement. Integration session at month six lands the shifts and decides what carries forward into the team's operating rhythm.

Develop the leader. Lift the team around them.