The Executive Circle

Six months. A small room of peers. A different kind of leadership work.

Most executive development happens in the wrong direction. A 360 report lands on your desk. A training week is scheduled around your calendar. A framework is presented, absorbed, and quietly forgotten by the following quarter. The behaviours stay the same. The pressures don’t.

The senior executives who actually grow — the ones whose leadership is visibly different eighteen months from now — do something else. They join a small, confidential room of peers at their level, meet regularly for long enough to matter, and let the work go deeper than any single session ever could.

This is that room.

What This Is

A six-month coaching engagement for eight mid-to-senior executives, hosted by me as your coach. Twelve hours of group work, four hours of one-to-one work, and a body of reflective material designed for people whose calendars do not have room for anything performative.

It is not a training program. There is no curriculum you’ll be marched through. There is no certificate at the end. What there is: a small room of your peers, honest conversation about the things that actually shape how you lead, and a coach whose job is to hear the pattern beneath what you’re describing and reflect it back with precision.

The Room

Eight executives. No more. Every participant is at VP, SVP, Director, or C-suite level in a mid-to-large organisation. No two from the same company. Confidentiality is absolute and mutual.

The room is built for people carrying real weight — a team of forty, a P&L, a board seat, a transformation, a difficult direct, a decision they have not been able to make. It is not built for aspiring leaders or first-time managers. That work matters, but it is a different room.

How the Six Months Unfold

Twelve group sessions of 90 minutes, held every two weeks over Zoom, in a fixed cohort so trust compounds. Each session works with what the room is actually carrying that fortnight — the presentation to the board, the executive team member who has become a problem, the strategic decision that has too many right answers, the feedback that hurt more than expected.

Four one-to-one sessions with me over the six months, at the moments in your arc where private work will move things fastest — typically at the start, before or after a major workplace event, and near the close.

A leadership assessment at entry — I use a combination depending on your goals: a stakeholder-informed 360, a Hogan or CliftonStrengths profile, and a schema-based reflective inventory drawn from my book Schemas in Leadership. The assessment is not the point of the work; it is the mirror we begin with.

A short private line between sessions for the moments that do not wait for the next meeting.

A mid-point and closing review — written, private, honest. Where you started, what changed, what to protect from month seven onward.

What Changes Over Six Months

Not everything. The container is honest about that. But typically, executives leaving this program report:

• Making decisions faster and with less second-guessing, particularly the decisions they used to postpone
• Reading their executive team as a system, not a collection of individuals — and seeing which dynamics they had been quietly reinforcing
• A calmer relationship with pressure — not less pressure, more space inside it
• Difficult conversations they had been avoiding, held
• Clarity on the next professional move, or the current one held with more intention

Who I Am, Briefly

I’ve spent 25+ years coaching executives at Amazon, Google, Walmart, Capital One, and Takeda, and holding senior roles myself — Global Head of Talent at AmRest across twenty countries, VP at Endava for Citibank and Morgan Stanley, Senior Director at Globant. I hold the top-tier ICF credential (Master Certified Coach), am an EMCC ESIA Supervisor and ACTC Team Coach, Chartered MCIPD, and Forbes Coaches Council member. I am faculty at Rice University’s Doerr Institute for New Leaders, and I’ve written three books on leadership — most recently Schemas in Leadership, which is the underlying frame this program draws on.

Investment

$8,500 per participant for the six-month engagement, all inclusive of group sessions, four one-to-one sessions, the assessment, between-session access, and the two written reviews.

Some participants pay privately. Many are sponsored by their organisation as part of a senior development plan; I am happy to provide a scoping document your Head of L&D or CHRO can bring to budget.

Next Cohort

Begins Tuesday, September 2, 2026, 10:00 AM ET. The eight seats fill through a brief conversation with me — not because I am gatekeeping, but because the composition of the room matters as much as the coaching in it. If any seat is wrong for the eight, no one gets what they came for.

A complimentary 30-minute conversation is the first step. We use it to hear what you’re carrying, whether this container fits it, and — honestly — whether it doesn’t.

Contact us!