Leadership Coach (Ex-England Rugby League Captain)
Executive & Team Coaching.
Coaching for leaders navigating change — and the teams they lead.
I help senior leaders — and the teams they lead — navigate the human side of change. The work is strengths-based, person-centred, and honest. Whether you're stepping into a bigger role, leading a team through transformation, or working out how AI is reshaping how your team operates, the focus is the same: build clarity, build confidence, build forward momentum.
Ongoing fractional HR Director support
Talent strategy & retention
Employee relations & people decisions
HR Tech selection (Lattice, Work Smarter)
Senior thinking partnership for leaders navigating change.
Challenges
Stepping into a bigger role. Needing space to think before acting.
Decisions you can't fully discuss. With your team or your boss.
Patterns no business book has solved. Stuck where insight alone hasn't been enough.
Leading through change. Without losing yourself in the process.
How I help
Coaching shaped to you. Single sessions or multi-month programmes.
Strengths-based discovery. Using CliftonStrengths, Predictive Index, or TalentPredix.
A confidential thinking space. With honest challenge when it's needed.
Your agenda, my questions. Co-designed engagement where your goals drive the work.
Strengths-based coaching for leadership teams.
Challenges
High talent, low team. Strong individuals not firing as a group.
Trust gaps. Showing up as slow decisions and unspoken disagreement.
Resistance to change. Around AI, restructure, or new ways of working.
Misaligned goals. Despite good intentions and capable people.
How I help
Customised modular programmes. Built around your team's specific situation.
Psychometrics. To surface team dynamics and untapped strengths.
1:1 alongside team work. When individual coaching deepens the group sessions.
Targeted workshops. On the issues actually getting in the way.
Off-sites designed to do real work, not just team-build.
Challenges
Team needs a meaningful reset. Not another generic away day.
Strategic clarity. Something you can't get inside the rhythm of normal work.
Trust or conflict. Needing deliberate space and skilled facilitation.
A milestone or transition. M&A, restructure, leadership change — something worth marking.
How I help
Bespoke days. Designed around your team's actual challenge, not a fixed agenda.
Coaching plus the practical. Facilitation, optional team-building, venue, food, logistics.
Pre-day groundwork. Psychometrics, 1:1 conversations, team feedback.
Post-day follow-up. Embed what was agreed back into how the team operates.
About
How I work
My coaching is rooted in person-centred principles and positive psychology — always leveraging what's already there rather than trying to fix what isn't.
I believe the future isn't AI versus humans. It's designing work where both thrive together. That means taking seriously the real anxiety that comes with change — and helping people build the self-awareness, clarity, and confidence that lets them lead well through it.
I work strengths-based with CliftonStrengths, Predictive Index, and TalentPredix. I draw from motivational interviewing and cognitive behavioural coaching when they fit the conversation. But mostly, I trust the person in front of me to know more about their situation than I do. My job is to ask the questions that draw out the answers — not give you mine.
CIPD
Henley Business School
ICF
CliftonStrengths
Predictive Index
TalentPredix
The coaching journey
What a coaching engagement looks like
Chemistry call
A 30-minute conversation. We get to know each other and decide together if there's a fit. No hard sell.
Designing the engagement
We co-design what works — single sessions, a 3-month programme, longer if needed. The shape adapts to what you actually need.
The work
Sessions are confidential, agenda set by you, sharpened by my questions. Strengths-based, honest, and focused on the outcomes you came for.
Reviewing progress
Every few sessions, we step back. What's shifted? What still needs attention? The engagement adapts as you do.
How it works
A clear shape — designed around your business.
Most fractional engagements start at 1–3 days a week and run for 3–12 months minimum. I become an embedded part of the leadership team during that period — known to the team, trusted by exec, and integrated into the rhythms of the business.
Some engagements continue for years. Some scale down to a single day a month once the immediate work is done. The shape adapts to what your business actually needs.
Client stories
What clients say
5.0 · all engagements
Most growing businesses hit a moment where they need senior HR judgment — but not a full-time HR Director. That's where fractional HR earns its keep.
I become the senior HR voice your business needs — embedded into your leadership team, leading on people strategy, and providing director-level judgment on the decisions that matter. Drawing on 5½ years inside a London AI consultancy as Global People Director, I bring perspective most fractional HR Directors don't have — particularly relevant for businesses where AI is already changing how people work.
What I help with
Where senior judgment makes the difference.
01
Employee Relations & People Decisions
The day-to-day senior HR work that often lands at the worst possible moment. Performance issues, difficult conversations, employee relations cases, grievances, dispute resolution. The work that needs experienced judgment rather than a process.
02
Performance Management
Running and modernising the performance systems that drive real conversations and real growth. Whether you need someone holding the existing system together or someone redesigning it for the post-OKR, post-annual-review world.
03
Talent Strategy & Retention
Building the senior thinking that helps you attract, develop and retain the people who matter most. Talent strategy, succession planning, total reward design, organisational design at the leadership level — the work that protects your best people from being someone else's hire.
04
HR Tech selection & implementation
Vendor-agnostic advice on choosing and rolling out modern HR technology. Practitioner-level experience with Lattice, Work Smarter, and the wider HR stack. Honest views on what works and what doesn't — no commission relationships with vendors.
05
Compliance & HR Policy
The foundational work that protects the business and keeps things running cleanly. Policy development, employment law guidance, GDPR, compliance audits. Particularly relevant for smaller businesses without an in-house HR function.
Who I work with
Built for these moments.
CEOs and founders of 50–500 person businesses
CHROs and HRDs leading transformation
PE/VC firms supporting portfolio companies
SMEs needing senior HR support without a full-time hire
Want to talk?
Book a 30-minute call. No pitch, no obligation.
A focused conversation about what's going on and what you're trying to achieve.
