Executive Coaching

A large government organisation requested help developing their senior level leaders, in order to maximise performance and strategic impact.

Executive Coaching

To meet this need, peoplewise conducted several intensive individual executive coaching programmes. The example below provides a deep dive into the experiences of one of the participants.

Business Need

"Chris Smith" (name anonymised) was a senior leader within a large government organisation, and had held that position for over seven years. He was considered to be highly successful within that role, which included promoting, guiding and managing government information as a strategic business asset. His aim in receiving coaching was to “raise his game” by being a more effective leader - at times he struggled to influence others, and was not aware of his full leadership impact.  Ultimately he wanted a promotion to the next level, which represented a significant step.

What We Did

Over 10 fortnightly sessions, using a non-directive approach and a structured coaching model, the coaching sessions were used to explore and improve Chris's leadership impact. The first session was used to create a coaching contract to manage expectations and identify and agree coaching goals. Subsequent sessions provided opportunity for raising self-awareness, challenging self doubt and unhelpful behaviours and developing a clear set of beliefs and behaviours that enabled Chris to present himself confidently and deliver his communications in a compelling and influential manner. Throughout the coaching period, coach and coachee worked collaboratively to identify, implement and review the impact of behavioural changes. Through the use of tried-and-tested coaching theory and processes, Chris's unrealistic and unhelpful patterns of behaviour, including his significant blind spot, were challenged and replaced by effective, engaging behaviours that allowed him to effectively influence others.


At the end of the programme, Chris Smith articulated a number of positive outcomes, which were supported by the perceptions of his colleagues:

  • Enhanced leadership confidence and effectiveness
  • A greater understanding of how to influence others
  • Mobilisation of a broad range of communication and influencing styles
  • Greater understanding of the impact of behaviour on relationships
  • Greater understanding of the change process and how to implement effective 
change in others
  • Improved performance of self and team, including achievement of key financial targets
  • Improved strategic planning and business development

Chris was delighted to receive his promotion to the leadership council, six months after completing his executive leadership coaching