Coaching that turns insight into outcomes.
Most people I work with aren’t short of insight about themselves. What’s missing is the space to explore it, test it, and someone who’ll hold them to what they said they’d do differently.
One-to-one executive coaching with directors and senior leaders, over months rather than weeks. Over 120 coaching relationships to date.
See yourself clearly, and the choices change.
I help people see themselves from angles they don’t usually get to stand at. That takes genuine space for listening and exploration.
When you understand yourself more fully, you make more conscious choices about your impact on everyone around you, at work and beyond. That alignment between who you are, the decisions you make, and what you achieve will make you a better leader and it also allows you to be a more fulfilled person.
Sixty Six days to change
Some change takes time. Research suggests it takes 66 days of repeated behaviour to truly embed or remove a habit; that’s the foundation of sustainable transformation through consistent, supported effort.
When we identify an outcome you want, we can find the habits and routines you need in place that add up to the outcome. This is creating change from your behaviours through to your identity.
However, sometimes this can be reversed and these changes can be instant.
When you identify an unhelpful belief and see it clearly for the first time, your behaviour can shift immediately. If, for example, you’ve been telling yourself “I can’t lead across functions unless I have direct experience of those jobs” and we reframe that to “Leading across functions takes great leadership, not in-depth technical knowledge”, that belief-level shift opens up new possibilities right now, not in 66 days.
This is creating change from your identity through to your behaviours, and it can be powerful and swift.
What we work on
Every relationship is different, and the agenda is yours. That said, certain themes come up again and again:
The belief underneath the behaviour. Often this starts to shift as soon as it is labelled and discussed out loud.
How you come across versus how you think you come across. This self-awareness gap is a frequent starting point.
We often carry these around for weeks, or even months. We rehearse these properly.
A recurring dilemma usually means an unresolved trade-off between two things you value.
Sustainable performance is subtraction as often as it’s addition.
In a bigger role, the question is less what you need to learn and more who you need to be.
How it starts
It starts with a conversation: 45 minutes, no charge, no obligation. Chemistry matters more than credentials, and you’ll know fairly quickly whether I’m the right person for this.
From there, most coaching runs over six to nine months, with sessions of around 90 minutes every three to four weeks. Long enough to embed something between sessions; close enough to keep momentum. Virtual or face to face, whichever suits.
What’s said stays between us. Where an organisation sponsors the work, we agree upfront what gets shared, which is themes and progress, never content. If it’s useful we can bring in a psychometric tool like Hogan or MBTI, though only where it earns its place.
MSc in Occupational Psychology from Birkbeck University of London; Accredited Member of the Association for Coaching, Hogan Advanced Practitioner, MBTI Steps I and II, BPS Level A and B. Currently completing an MA in Coaching at the University of Warwick.
What clients say
“Richard has encouraged me to think about things in a different way, in both my internal thought processes and my interactions with others. He clearly worked out quickly how I like to process thoughts and situations, and while he has incredible empathy, he challenges me in very effective, thoughtful ways.”
“It’s been super helpful to have a safe environment in the 1:1s to discuss pretty much anything. Understanding how my mind works has been a genuine revelation, and the changes I’ve made have had a positive impact on my colleagues too.”
Sixty Six Leadership Coaching 