My Services | The Nexo Partnership

My services bring together leadership development and talent management expertise. Below, you will find more detail on my core services, while I also offer tailored coaching and consulting support for a wide range of leadership and talent challenges - if you are facing a specific challenge, I would be happy to explore how I can help.

Leadership Coaching

Who it’s for: Experienced leaders

Positioning: Leadership coaching grounded in the real organizational system leaders operate in

What makes it distinctive:
- Individual leadership effectiveness and organizational context
- Coaching goals linked to business strategy and team/system dynamics
- Assessment / diagnostic
- Ongoing alignment with HR or sponsors when appropriate
- Midpoint and final reflection, application and progress reviews
- Building cross-cultural competence
Focus areas:
- Strategic leadership and decision-making
- Leading through complexity and change
- Executive presence and influence
- Achieving high-performance through self and others
Typical format:

8 - 9 months | 1:1 coaching | diagnostics + stakeholder input
Transition Coaching

Who it’s for: Leaders who are newly appointed to a role or are new to an organization and want to establish themselves quickly and effectively.

Positioning: A focused coaching partnership that helps leaders navigate the transition into a new role, build credibility, understand the organizational context, and create impact from the outset.

What makes it distinctive:

Transition Coaching combines assessment and leadership development with a practical understanding of the organization, its culture, stakeholders, expectations, and business priorities.

Focus areas:
- Clarifying leadership aspirations, priorities, and expectations
- Mapping key stakeholders and building effective relationships
- Identifying strengths, potential blind spots, and development priorities
- Establishing team leadership and creating the conditions for success
- Translating business priorities into a focused 90-day action plan
Typical format: Individual coaching, typically structured around 1 x 180 minute session at the beginning and 3 x 60 minute sessions during the first 120 - 150 days in the new role.
High-Potential Coaching

Who it’s for: High potentials, succession candidates, future leaders

Positioning: Accelerating readiness for future roles while strengthening the leadership pipeline.

What makes it distinctive:
- Bridges the gap between individual capability and organizational expectations
- Direct connection to succession planning and talent strategy
- Coaching aligned with future roles, not just current performance
- Building cross-cultural competence
Focus areas:
- Building leadership identity
- Leadership potential and learning agility
- Managing performance and accountability
- Successfully navigate organizations
- Visibility and stakeholder management
Typical format: Individual or small cohorts | 5-7 months

Performance Management Design & Evolution

What I can help you with:
- Designing or redesigning performance management systems
- Shifting from purely evaluative models to performance + development
- Connecting performance and compensation for maximum value
- Clarifying expectations, goals, and feedback processes
- Designing learning resources for leaders and employees that are short and impactful
Distinctive angle: Performance management that reinforces leadership behaviors and accountability.
Succession Planning & Leadership Pipelines

What I can help you with:
- Identifying critical positions
- Establishing a critical positions framework and assessment criteria
- Defining leadership criteria and readiness
- Assessing succession depth, talent risk and bench strength
- Designing succession and development pathways
Distinctive angle: Succession as a living system, supported by coaching and real development experiences.
Integrated Talent Management Frameworks

What I can help you with:
- Aligning leadership development, performance, and succession
- Creating coherent talent philosophies and processes
- Supporting HR teams as strategic partners to the business
Distinctive angle: Simple, pragmatic frameworks grounded in organizational reality