Skip to content
PEOPLE
A new role. A bigger scope. A moment that matters.

Leadership Coaching
Executive Transition Programme

Leadership transitions are high-stakes and often under-supported. The technical capability is there — but confidence, positioning, and decision clarity take time to build without the right structure. We accelerate that.
Book your free diagnostic
View all services
4–6 months
Coaching programme
Senior partner
Every engagement
Certified
Coaching method
Day 1
Impact visible
Is this you?

Leadership Coaching is right if…

A leader has just moved into a new role or significantly expanded scope

New mandate, new stakeholders, new expectations. The informal support isn’t enough for the stakes involved.

The transition is high-visibility and the cost of a slow start is real

Every month of reduced effectiveness in a senior role has organisational impact. The investment in a fast, structured landing pays for itself.

The organisation wants to develop high-potential leaders intentionally

High potential without structured development is a retention risk. A coached transition signals that the organisation takes leadership seriously.
Results

What Leadership Coaching delivers

01

Fast, credible landing

The leader establishes authority, clarity, and effectiveness within the first 90 days — not the first 12 months. Credibility built through action, not time.
Stakeholder mapping · 90-day plan · Positioning clarity
02

Defined leadership identity

An authentic, consistent leadership positioning that works in the specific organisational context — not a generic leadership model.
Strengths profile · Communication style · Decision framework
03

Sustained performance habits

The habits, routines, and decision frameworks that hold beyond the coaching programme — so performance isn’t dependent on continued support.
Daily practice design · Reflection routines · Performance tracking
The process

How Leadership Coaching works

01
Month 1

Assessment

Structured assessment of the leader’s context, mandate, stakeholder landscape, strengths, and priority development areas. Objective setting in partnership with the leader and (where appropriate) their organisation.
02
Months 2–5

Coaching

Bi-weekly 1:1 coaching sessions working on real challenges and decisions as they arise. Structure follows the leader’s actual situation — not a pre-set curriculum.
03
Month 6

Milestone & Close

Formal progress review at key milestones, end-of-programme positioning summary, and transfer plan to ensure gains hold after the programme ends.
Deliverables

What you receive

✓ Structured coaching programme (bi-weekly sessions)
✓ Progress milestone reviews
✓ Stakeholder relationship map
✓ Leadership positioning summary
✓ End-of-programme transition plan
Duration
4–6 months
Individual programme. Scope aligned to the specific transition context.
Book your free diagnostic
Our approach

Built on method, not instinct.

Our people methodology combines certified coaching practice with operational consulting. We don’t separate leadership development from operational reality — every session works with real challenges, real decisions, and real dynamics. Tools and frameworks are introduced in context, so they embed in behaviour rather than staying in a workbook.

Frequently asked questions

Is this for first-time leaders or experienced executives?

Both. The programme is designed for any leader in a high-stakes transition — new to role, new scope, or new organisational context. The challenges are different; the need for structure is the same.

Is the coaching certified?

Yes. All coaching is delivered by certified coaches operating within an established coaching methodology. Certifications available on request.

How is the programme structured — fixed curriculum or responsive?

Responsive. The bi-weekly sessions work on real challenges as they arise — the structure follows the leader’s actual situation. A fixed curriculum would miss the specificity that makes coaching valuable.

Can the organisation be involved in objective-setting?

Yes — and we recommend it. Aligning the coaching objectives with the organisation’s expectations of the leader produces better outcomes than coaching in isolation.

What happens after the programme ends?

The programme is designed to make itself unnecessary. The end-of-programme transfer plan ensures the leader has the internal resources to maintain performance independently.
You might also need

Related services

Team Workshop

Build the team capability to match the new leader.
Learn more

Sprint PRIORITY RESET

Align the leadership team behind the new leader’s direction.
Learn more

Stabilization INTEGRATION

Support leaders navigating post-merger complexity.
Learn more

Start with a conversation.

The free diagnostic is half a day — on your premises, with your team. We identify where performance is leaking and what to do about it. No commitment. No ambiguity.
Book your free diagnostic
View all services
Boutique management consulting for ambitious Organizations
Operations · AI adoption · People.
Results in weeks, not quarters.
LinkedIn
OPERATIONS
Sprint FLOW Sprint RISK Sprint VISIBILITY Sprint PRIORITY RESET Stabilization INTEGRATION Performance RUN Transformation DMAIC
AI ADOPTION
AI Operational AI Governance AI Audit & Roadmap
PEOPLE
Leadership Coaching Team Workshop
COMPANY
About Contact Free Diagnostic
© 2026 Chiara Cattaneo Performance Transformation. All rights reserved.
Privacy Policy Legal notices
Book your free diagnostic