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Case Studies: Executive Coaching & Leadership Development


I was asked by a senior leader to help him consider a new role within his company. He was seen as a high potential employee and the new role would have taken him on a different career path to what he had been on for many years.

We started the discussion off as a career coaching discussion and in the process of identifying the underlying nature of his questions and the outcomes he was looking to achieve from these he recognized a more fundamental question related to his personal leadership style and true interests. These discussions evolved into his leadership experiences and what he saw as effective behaviors as well as those which were holding him back. To facilitate this exploration in a more factual manner he completed a personality assessment. We then compared his personal profile with the profiles normally expected from successful people in the two roles we were discussing.

The leader gained an understanding of his innate personal style. This self awareness helped him recognize areas that had been challenges in the leadership of his team and interactions with some peers which had been holding him back from greater success. He also gained a better understanding of why he was effective in other areas and how better to use those strengths in his role. He used these insights to assess the role he had been considering and his fir for this.


With the appointment of a new CEO within a large multinational business, he was given the remit by the board to significantly improve the margin of the business to industry leading levels while at the same time getting back to previous high levels of revenue growth.  This required the new CEO to both appoint a leadership team with the appropriate skills and perspectives to help him lead the business as well as to alter the culture across the business to be much more outcomes focused.

I assisted the CEO in defining the requirements of the leadership team; selecting and assessing them and putting in place a development plan for the team members. I also led the internal communications initiative advising the CEO on all aspects of his interaction in the business to drive the preferred culture and learning to deliver the financial objectives.

Over a two-year period, this team led the business to the improvements in revenue and margin required and ultimately a highly successful sale of the business at 60+% over previous valuations.


In her new appointment as CEO to a key market of a global services business the CEO needed to ensure that she had the right leadership team in place to deliver the business goals. She asked for help in determining the team requirements, capability and style, and to evaluate existing and potential new members of the team in this context.

I worked with her to define the capabilities needed in the team to support the business plan. Once that was completed we assessed the existing team members and also looked at possible internal candidates who meet the skills needed and would also help set the course for a new culture and style of leadership needed. We engaged these people in open conversations about their career development and they completed an assessment to better understand their capabilities and personal styles. The work continued after the team had been appointed, by working with the team to define how the team would work together – roles they would play (in addition to their functional responsibilities), the style of working together and who yet would reply on each other to lead the business together

The outcomes included a new leadership team aligned with business needs. A team that took ownership of the business culture together and a more engaged local workforce delivering significantly improved business results.