Executive Coaching FAQ

A standard programme runs for six months. During that time you will have twelve sessions, each 75 minutes, scheduled every two weeks. We find that fortnightly pacing gives you enough time to try new approaches between sessions while keeping momentum.

Our 90-day transition programme is shorter and more intensive. It includes eight sessions: weekly for the first four weeks, then fortnightly for the remaining two months. Some clients extend to a full six-month programme after the transition period ends.

A six-month programme with twelve sessions and a full Hogan assessment plus 360 feedback costs between £8,500 and £12,000. The price depends on the number of 360 interviews and whether you need additional stakeholder alignment meetings with your line manager or HR partner.

The 90-day transition programme typically falls between £5,500 and £7,000. We provide a fixed-fee quote before any work begins so there are no surprises.

Yes. The content of every session stays between you and your coach. We will not share notes, themes or observations with your employer, HR team or anyone else without your explicit written consent.

When an organisation is sponsoring the coaching, we agree on a limited set of development themes at the start of the programme. We may share high-level progress against those themes with the sponsor at the midpoint and end, but only with your approval and never with session-level detail.

Both. If you are based within reasonable travel distance of Effertzwick, we can meet at our office on Willow Close. The room is private, comfortable and has no interruptions. Most clients outside the area work with us over video (Zoom or Teams, your preference). A handful of clients alternate: they come in person for the initial assessment debrief and the midpoint review, and do the rest over video.

We have not noticed any difference in coaching quality between the two formats. What matters more is that you are in a quiet space where you can speak freely.

Before the first session, you complete the Hogan Leadership Forecast Series online. That takes about 45 minutes. We also send a short pre-coaching questionnaire asking about your current role, what you want to work on, and what success would look like in six months.

The first session itself is 90 minutes rather than the usual 75. We spend the first half reviewing your Hogan results together. The second half is about contracting: agreeing on the three or four development themes we will focus on, how we will work together, and what you need from the coaching relationship. You leave with a written coaching plan.

A 360 collects structured feedback from people who work closely with you: your direct reports, peers and your own line manager. We interview six to ten people by phone, each conversation lasting about 25 minutes. We then synthesise the themes into a report and debrief it with you in a dedicated session.

Not every client needs one. If you already have recent 360 data from your organisation, we can work with that instead. If you are in a new role with colleagues who do not know you well yet, we may suggest skipping the 360 and focusing on the psychometric assessment and real-time observation instead.

Coaching focuses on performance and behaviour in your professional role. We are not treating a clinical condition or exploring childhood experiences. If something comes up in our work that suggests you would benefit from therapy, we will tell you directly and can suggest practitioners.

Mentoring, on the other hand, involves someone with direct experience in your field giving advice based on what worked for them. Coaching is different because we are not prescribing solutions. We help you think through your own situation, test assumptions and develop your own approach. Hannah does draw on her operational experience when it is relevant, but the goal is to strengthen your judgement, not replace it with hers.

Yes. About two thirds of our clients are sponsored by their employer. In those cases we typically have a short three-way meeting at the start with you, your HR contact or line manager and the coach. The purpose is to align on development objectives and agree on what progress updates (if any) the sponsor will receive.

We invoice the organisation directly and can work with purchase order systems. VAT is charged at the standard UK rate.

You can end the programme at any time. We ask for two weeks' notice so we can schedule a proper closing session. If you stop before the midpoint, we will refund the second instalment in full. The first instalment covers the assessment work and initial sessions and is non-refundable.

In practice, early termination is rare. Over the past five years, two clients out of roughly sixty have ended before the six-month mark, both because of unexpected international relocations.