Targeted Performance Coaching
From “this keeps happening” to visible, lasting change.
You have an executive worth keeping. They’re good at the job, often very good. But there’s one thing, maybe two, that keeps getting in the way.
Possibly: How they handle conflict. How they communicate under pressure. How they lead their team. You’ve raised it, and it hasn’t shifted. Targeted Performance coaching focuses on exactly that. It comes with a clear agreement, the right people involved, and change you can see.
Sounds like...
“They’re brilliant technically, but their team feel uncomfortable to speak up.”
“They avoid the hard conversations.”
“Every escalation goes through them.”
Who it's for
Executives who report to an owner, CEO or executive, where that leader can name a specific behaviour that’s holding them back. The leader is worth investing in. The behaviour needs to shift.
Choose this when
- A valued leader avoids conflict, creates conflict or micromanages
- A promoted technical expert who is struggling to lead
- The same feedback keeps coming up, and nothing shifts
- The direct conversation has already been had
Before we start: the direct conversation happens first. If your executive hasn’t yet heard the feedback from you directly, that’s step one. Coaching supports that conversation. It shouldn’t replace it.
How it's set up
you, your leader and I agree on the focus and what success looks like
where they are now, where they need to be, and the impact on the team and the business
with you as the sponsor
at the end of each 3 months
What we work on
- The real impact of each behaviour on the team and the business
- What drives the behaviour under pressure
- New habits, practised on real work between sessions
What changes
- Behaviour change that the people around them can see
- A team that trusts them more, and speaks up more
- Fewer issues landing back on your desk
- Less of your time spent managing around the problem
How we measure it
- Change is judged by the people who work with them, not by their perceived shift
- Each focus behaviour has a clear “from → to” with specific evidence, tracked in the ‘Behaviour Change System’
- Where it helps uncover what drives the behaviour, an assessment such as Hogan or DiSC (Management, Agile EQ or Productive Conflict)
- Where it adds value, a 360 assessment
How it works
An initial 3 months, however assume 6 months as that is when the real shift shows up. Choose weekly or fortnightly with accountability calls. Sessions are face-to-face in Petersham, Sydney, or via Zoom, with three-way face-to-face alignment sessions bookending each 3 months.
What clients say
Frequently asked questions
Who usually starts this type of coaching?
Usually the executive’s leader or the CEO/business owner. But it only works if the executive is willing, so we make sure they’re genuinely on board before the first session.
Is this a performance improvement plan?
No. This is an investment in a leader you want to keep. It isn’t a substitute for performance management, and it shouldn’t be considered a step towards an exit.
What will I hear about the sessions?
We agree that at the start. Usually you’ll see the focus behaviours and progress against them, but not the content of individual sessions. That confidentiality is what makes the coaching work.
What if my leader doesn't see the problem?
That’s common at the start. The three-way session, and where useful, feedback from others, help build a shared picture of what’s happening and why it matters
Start with a conversation
Tell me about the leader and the behaviour that keeps getting in the way. We’ll work out together to confirm if Targeted Performance executive coaching is right for your situation.