Executive and Leadership Coaching

Providing an opportunity for leaders to create and strive toward professional and personal goals, simultaneously delivering a ROI to the business.

Who is coaching for?

We deliver individual coaching engagements for:
• C-Suite and senior executives
• Female leaders
• High potentials


Executive Coaching is an important and valuable tool in equipping leaders to succeed in a VUCA working world. It provides a space of complete trust to foster personal growth, development and experimentation. Workplace coaching has been identified as an effective tool for positive organisational change. A large body of research has been published supporting the effectiveness of leadership coaching.

What we do

We design 100% customised solutions. We meet our clients where they are at in their developmental journey, not where we want them to be. We pay attention to the organisational context. As such, our solutions are not a one size fits all.

We listen deeply. We respectfully listen to what our clients think, feel, and want to tell us rather than what we want to hear. Much more than just hearing the words, we actively listen to our client’s commitments and context beyond what is being said.

We measure what’s important. The ultimate success of any executive coaching program is measured by the observable and sustainable behaviour change it brings about. We measure what is important to our clients through both quantitative and qualitative measures. Sources of data may include third party interviews, 360-degree feedback surveys or other instruments, e.g. self-report surveys.

We translate leading theory into innovative and pragmatic solutions that optimise performance for individuals, teams and organisations.

Our solutions are effective because we apply an evidence-based methodology founded on established adult learning and psychological principles to the real world.

How we do it

Typical Coaching Phases:

Phase 1: Chemistry Session:

Establish the foundation for an optimal coaching alliance.

Phase 2: Pre-Coaching Psychometric or survey (optional extra):

Gather further data to assess the core capabilities, preferences, behaviours.

Phase 3: Coaching Triad meeting:

Build alignment on meta goals for the coaching, gather further data as input to the coaching relationship, discuss boundaries and confidentiality, agree on role and responsibilities.

Phase 4: Enhance and build Perspective:

Organisational, cultural and or behavioural challenges, require the adoption of broader or alternative perspectives. Without this, the risk of technical rather than adaptive solutions being applied is high, with the result that familiar challenges will re-surface and “expected behaviours” will not take place.

Phase 5: Awareness Building:

Reflection on own attitudes, behaviours and relationships within the new, broadened context. Insight and establishment of a framework for personal change takes place.

Phase 6: Reflective Experimentation:

Trialling new behaviours in a manner that is “safe to fail”. Where risks can be taken without negative consequences.

Phase 7: Embedding:

Where new behaviours and authentic behaviours become automated and form the basis of “new normal” approach.

What participants have experienced

In my experience, meeting with Tim has provided a new frontier for my career. Through a series of sessions, Tim has worked with me to identify areas in my character and life, creating roadblocks; from direction, self-awareness, self-confidence and character values. Over four sessions, Tim has worked with me to achieve clarity and structure to my career, coupled with the support to unlock optimal performance and drive for self-mastery. I didn’t know what to expect going into the first session, it was at a pivotal time in my career and Tim provided thought-provoking and supportive sessions to allow me to gain clarity and focus. I couldn’t recommend the partnership of an Executive Coach highly enough.
Gretta Addison – Senior Strategy Manager Combank

In particular Tim made difference due to his ability to listen and understand me, providing me a space where I could convert previously complex matters into simple solvable problems.
Mark Keogh – Director – Grays Online

Tim has an impressive ability to achieve results through his approach to executive coaching. In fact, this was probably not something I came to fully appreciate until the end of the series of sessions I had with Tim and I was able to reflect back on the outcomes we achieved. I will continue to draw upon and reflect on the ‘lightbulb’ moments that came out of the sessions with Tim and I am very grateful to have had Tim as an executive coach.
Hamina Cameron – Deputy General Legal Counsel – icare.

I have worked with Tim for nearly 2 years. When we met I was a newly appointed CEO and I found his approach invaluable to my success. Tim helped me recognise old working and behaviour styles that were no longer serving me well and how I could find new ones that are more authentic and more useful.

Tim’s manner puts you at ease and finds a way to help you look at yourself. His approach is supportive and you always know his goal is to help you become the best version of yourself. It isnt always easy or quick but I found Tim’s support the most crucial ingredient in becoming a successful CEO, and most importantly, a happier person.

Steve Spurr – CEO – Edelman PR and Marketing Consulting

How long?

A typical coaching engagement includes 6-12 coaching sessions over 3-6 months.

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