The EVOLVE Coaching Programme
Are you promoting senior leaders, where the stakes are high, and mistakes could cost them and the business dearly? Do you want to minimise any risks, whilst providing support, that maximises their performance at the next level?
If so, you need: The EVOLVE Coaching Programme
Elevate Leadership Transition Programme
Do you have several mid-level leaders who have been promoted and would benefit from a greater level of support? The Elevate Leadership Transition Programme is a good solution.
Elevate Leadership Development Planning
Are you promoting significant numbers of leaders internally, can’t offer coaching to them all and yet want to support their development?
Elevate Leadership Development Planning could provide a way forward.
Bespoke Leadership Development Workshops
Developing leaders who think deeply and act decisively.
Effective leadership development starts with understanding what great leadership means in your context. I work with organisations to design programmes that build capability, confidence and collaboration, helping technical experts grow into inspiring, high-performing leaders.
The EVOLVE Coaching Programme
Are you promoting senior leaders, where the stakes are high, and mistakes could cost them and the business dearly? Do you want to minimise any risks, whilst providing support, that maximises their performance at the next level?
If so, you need:
The EVOLVE Coaching Programme
Helping newly promoted leaders find their feet and their voice at the next level.
Stepping into a senior leadership role is exciting, but it can also feel overwhelming. Expectations rise, the pace quickens, the old ways of working no longer fit and it is time to lead differently.
Promotion is not preparation. I coach leaders through the reality of their first year.
The EVOLVE Coaching Programme is designed specifically for newly promoted leaders navigating a significant leadership transition.
Blending practical strategy with deep mindset work, EVOLVE helps you:
- Identify the old ways of working that no longer fit.
- The strengths that will support in this new context.
- The elements of development that will positively impact performance in the new leadership role
Typical outcomes:
- Build credibility and presence from day one.
- Balance strategic focus with operational delivery.
- Handle complex conversations with confidence.
- Delegate effectively and empower the team.
Organisational impact
- Faster time-to-impact in role.
- Reduced derailment risk.
- Stronger stakeholder management and impact.
- Improved retention of high potentials.
As an EMCC Senior Practitioner with personal experience of ten leadership transitions myself, I understand the challenges of stepping up, or across and into new industries. Together, we identify which old ways of working no longer fit, the shifts you need to make, how to leverage your strengths and develop a plan that sustains success long after the coaching ends.
Most leaders complete the coaching over 8–10 months, gaining the clarity, confidence and influence to perform at the next level.
If your newly promoted leader is feeling the weight of responsibility, using approaches that no longer have an impact, doubting their decisions, or struggling to find their place at the senior table, EVOLVE coaching can help them find clarity, confidence and influence.
Elevate Leadership Development Planning
Are you promoting significant numbers of leaders internally, can’t offer coaching to them all and yet want to support their development?
Elevate Leadership Development Planning could provide a way forward.
I have codified leadership transition and have broken this down into the common elements that are critical to success as leaders step into a new role at a different level.
Using the Elevate framework as a basis, we start with a self-assessment which creates insight about what it takes to successfully transition into a new leadership role.
This analysis enables the leader to identify what's different about the role, which old ways of working no longer fit, along with the strengths they can leverage to be successful.
The output of the workshop is a highly personalised leadership development plan (PDP) which serves as a route-map, highlighting what needs to change, the strengths they can leverage and how they can avoid typical leadership transition pitfalls.
The participant will share their plan with their Line Manager to ensure alignment, support and clarity of direction.
Elevate Leadership development planning can be delivered 1:1 or with a group of leaders.
- 1:1 this is delivered in 3 x 60-minute virtual sessions.
- As a group (maximum 8) virtual delivery 2 x 2-hour sessions.
Elevate Leadership Transition Programme
Do you have several mid-level leaders who have been promoted and would benefit from a greater level of support? The Elevate Leadership Transition Programme is a good solution.
A successful leadership transition requires a leader to have good self-awareness and an accurate perception of their strengths, weaknesses, values and beliefs. This self-awareness is a critical platform for planning the development required to ensure success as they transition into a new role, new function or industry.
The Elevate Leadership Transition Programme offers comprehensive support to leaders in new roles. The programme helps them to explore the next context, explore their strengths, their role, adopt a focused approach to building their network, building confidence and avoiding many of the pitfalls associated with leadership transition.
The programme is split into three distinct phases:
We use the Elevate framework as a basis for this self-assessment. This analysis enables the leader to start to identify with the new role, identify what to let go of what to take with them and where they may need development.
The output of the workshop is a highly personalised leadership development plan which serves as a route-map, highlighting what needs to change, the strengths they can leverage and how they can avoid typical transition pitfalls.
The plan will be shared with the Leader's Leader to ensure alignment, support and clarity of direction.
This group workshop takes place approximately 10 months after the planning workshop. It provides an opportunity for the participants to reflect on the leadership transition process so far, key learnings, challenges, useful advice received, mistakes made. This results in a clear focus for year 2 in the role.
Participants Line Managers will be invited to attend and will be encouraged to have a follow-up discussion about their focus for year 2 ensuring business alignment.
Bespoke Leadership Development Workshops
Developing leaders who think deeply and act decisively.
Effective leadership development starts with understanding what great leadership means in your context. I work with organisations to design programmes that build capability, confidence and collaboration, helping technical experts grow into inspiring, high-performing leaders.
A collaborative design approach
Drawing on years in learning, consulting and corporate leadership, I design programmes that are practical, conversational and rooted in real-world challenges. Sessions encourage reflection, dialogue and connection between ideas and action.
Typical programmes include:
- Coaching and mentoring skills for leaders
- High-performing team development
- Modular leadership programmes tailored to your culture and strategy
- Peer coaching groups
My philosophy is simple: learning should be engaging, relevant and applicable. By combining strategic insight with psychological understanding, I help leaders make lasting shifts in mindset and behaviour.
Let’s explore how we could design leadership development that makes a real difference in your organisation.
“Julia delivered brilliant mentoring training that truly set our mentors and mentees up for success. Julia took the time to understand our business, and our people! Whilst the sessions had structure, they were also flexible and relaxed enough to encourage open dialogue where people got their real ‘aha’ moments. The sessions provided practical tools and templates that made it easy to establish meaningful mentoring relationships. After just 8 weeks, our check in’s showed that the mentoring relationships were either effective or highly effective, demonstrating they felt they were set up for success.”
Learning and Development Business Partner, Global Spirits Business