Executive coaching
Six months, with a session every two weeks, and access between them when a decision cannot wait.
A thinking partner who has actually carried the number.
Coaching for CEOs, executives and leadership teams taking an organization through the AI shift. From an operator who has built, run and sold companies, and who coaches from the seat you are sitting in.
Talk about coaching
Tell us what you are carrying.
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The problem
Most coaching is built for leaders in a stable job. Yours isn't stable.
The job is being redesigned while you are doing it. Coaching has to keep up.
- It is generic: the same models, whatever your business is facing.
- It is detached: the coach has studied the job but never done it.
- It is slow: months of reflection while the work changes underneath you.
- It stays in the room: nothing changes in how the team actually runs.
The difference
Credentials, or having done the job.
A credentialed coach
- BackgroundA coaching certification and a method
- The conversationQuestions that help you reflect
- Frame of referenceGeneral models of leadership
- What you leave withInsight
Coaching with Mark
- BackgroundMore than 35 years building and running companies
- The conversationQuestions, plus the judgment of someone who has made the call
- Frame of referenceRewired Leadership, written for leaders in the AI shift
- What you leave withA decision, and the next move
Who it's for
Leaders carrying the change.
The same thinking partner, working on a different problem. Pick yours.
Leading a shift nobody has run before.
The company is changing how it works while a board watches the numbers. Coaching is where the calls get tested before they get made.
- Decisions only you can make
- The board and investor relationship
A bigger job, at the moment the job is changing.
Stepping up means letting go of the work that got you promoted, while the work itself is being redesigned around you.
- The first 90 days in the role
- Leading people who used to be peers
Deciding faster, together.
Teams that need to decide faster together, and trust each other while they do it.
- How the team decides and disagrees
- Trust across the table
Executive coaching
One to one: what actually gets worked on.
Every engagement starts from the decisions in front of you, not from a model. The book gives it a language; your business gives it the agenda.
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01
Decision rights
Which decisions you still hold that your team should own, and the guardrails that let you let go.
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02
Your leadership habits
The Controller, Resister and Solver habits the book describes, and which of them you are still running.
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03
Leading through AI
How to set intent, coach judgment and keep trust while the work is redesigned around you.
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04
The hard conversations
The board, the peer, the direct report. Practiced before they happen.
Team coaching
Coaching five people is not coaching the team.
A leadership team is a system. It has its own habits, its own blind spots and its own speed. Team coaching works on how the team decides, disagrees and delegates, not on each member one at a time.
- Executive teams
- New leadership teams
- Teams after a merger or reorganization
- Teams leading an AI rollout
Engagement shapes
Three ways to work together.
Team coaching
Six months, combining monthly sessions with the whole team and one to one time for its leader.
On call
A standing line for the moments that matter: the board meeting, the reorganization, the first 90 days in a new role.
How it starts
The first 30 days.
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Week 1
Listen
What you are trying to do, what is in the way, and who else can see it.
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Week 2
Look
Short conversations with five to eight people who work closely with you, so the picture is not only yours.
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Week 3
Agree
Two or three things to change, written down, with how you will know they changed.
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Week 4
Start
The first real decisions made differently, and the first debrief on how that went.
Your silence becomes the sound of the system working.
The Silent 48 rule, Rewired Leadership™
Confidentiality and measurement
Private by default. Measured on purpose.
What you say in a session stays in the session. If your company sponsors the coaching, the sponsor sees the agreed goals and the progress against them, never what was said.
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Agreed goals
Two or three changes, written down in the first month.
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Checkpoints
A midpoint and an end review, with your sponsor if there is one.
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Evidence from others
The same people asked again at the end, so the change is judged by others, not only by you.
The path
Where coaching sits in the path.
Five steps, in order. Each one starts from what the last one found. See the whole path.
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Start here 01 · Uncover AI Readiness Assessment Where every engagement can start. Start with the assessment
- 02 · Develop Leadership Development If the gap is how your leaders lead. Explore →
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You are here 03 · Coach Executive and Team Coaching
- 04 · Design Talent and Performance Architecture If your people systems reward the old job. Explore →
- 05 · Build Learning and Enablement The delivery layer under all four. Explore →
Before you get in touch
Questions we get about this.
Anything not covered here, ask directly. We answer scope and pricing without a discovery gate.
Mark coaches personally. The person you meet on the first call is the person who coaches you.
No. Coaching can start on its own. If the rest of the leadership team is part of the picture, the assessment gives it a sharper starting point.
Yes. That is team coaching, and it works on how the team decides together rather than on each person one at a time.
Mostly by video, which keeps sessions easy to fit around a demanding week. The first session, and team sessions where it helps, can be in person.
A fixed fee for the engagement, agreed in writing before it starts. You get the number on the first call.