1-1 & Team Coaching Case Study - CEO and Strategic Transformation
From Individual Coaching to Organisational Platform-Building
Background
A small but highly influential international charity, headquartered in the UK, had doubled in size over the past few years. Despite its size, it wielded significant sector influence and played a key role in shaping policy and best practice. Rapid growth, combined with a people-centred culture, created a critical moment: a pause to recalibrate leadership, restore energy, and prepare the organisation for its next strategic phase in Diversity, Equity, and Inclusion (DEI).
The CEO, experienced and transformational but fatigued from leading through rapid growth, sought coaching to reinvigorate leadership, reset the senior team, and ensure the organisation could deliver on its DEI mission while scaling effectively. Coaching was recommended to help navigate this complex phase and accelerate positive organisational change.
Programme Evolution & Forward-Looking Focus
The programme began as 1-1 coaching with the CEO but evolved into team coaching. It became clear that meaningful DEI transformation required engagement with the senior leadership team to:
Surface unspoken challenges and break down resistance
Align operational delivery with DEI strategic priorities
Clarify roles, responsibilities, and accountability
Build a platform for future board engagement and expert support
The ultimate goal has been to create the platform for 2026: a roadmap that aligns leadership, teams, and operations for sustainable DEI impact.
The senior team were initially cautious but engaged, recognising the opportunity for reflection and development. Both established and newer leaders were empowered to step forward, balancing experience with fresh perspectives, and enabling the CEO to focus on strategic priorities.
If you’d like to read more about my 1-1 approach, in general, you can do sp here HERE and theres more on my team coaching Here:
In this programme…
The CEO and senior team were experienced and ambitious but needed clarity, alignment, and renewed focus. Our work called for a realignment of internal dialogue: from “how do we manage growth?” to “how can we catalyse DEI transformation together and prepare for 2026?”
We developed a medium-to-long-term strategy that balanced operational delivery, organisational priorities, and leadership visibility. Near-term wins in team cohesion, accountability, and clarity were deliberately integrated into a broader vision for sustainable DEI impact.
Using the 1-1 and team coaching approach, the work centred on five areas:
Identity & Leadership Recalibration – Supporting the CEO to move from capable but fatigued, to reinvigorated, determined, and confident in leading DEI transformation.
Emotional & Relational Groundwork – Building trust, navigating strong personalities in the senior team, and creating space for constructive dialogue around culture, equity, and inclusion.
Team Accountability & Contribution – Encouraging directors to step into previously dormant responsibilities, generate clarity, and take ownership of operational and cultural priorities.
Organisational Alignment – Phasing and prioritising DEI initiatives across functions, recalibrating roles, responsibilities, and team cadence, and establishing a clear scope for the next three years.
Strategic & Brave Decision-Making – Helping the CEO recognise where to guide versus empower, enabling both the CEO and senior team to contribute optimally and prepare for future external influence.
Programme Structure
Duration: 10 months total - 6 months 1-1 coaching with the CEO, followed by 4 months of team coaching
Format: 1-1 coaching, team workshops, functional deep dives, feedback exploration, and intersession work
Approach: Interviews, group coaching, structured feedback, and action-focused session design
Results & Early Impact
CEO Transformation:
From fatigued but capable, to reinvigorated, determined, and aware of how past achievements provide a platform for future DEI leadership.
Senior Leadership Team:
Directors stepped into previously dormant work, generated clarity and energy, and made decisions that had previously stalled.
Strong personalities were harnessed constructively, balancing experience with emerging leadership talent.
Organisational Alignment & Operational Focus:
Initiatives were phased and prioritised to create clarity and manageability.
Roles, responsibilities, and team cadence were recalibrated, creating a stronger foundation for strategic delivery.
Cultural & Leadership Shifts:
Emerging leaders were empowered, accountability increased across functions, and the CEO gained confidence in stepping back where appropriate.
The programme revealed the breadth of talent in the team and their potential to advance DEI goals.
Forward-Looking Platform:
The organisation now has a roadmap for 2026, aligned with the board and future expert support.
Early results are largely internal, creating a foundation for external influence and sector leadership in the months ahead.
Defining Moment
A pivotal moment occurred when the CEO recognised where the senior team could contribute fully while guidance was still provided where needed. This shift unlocked organisational momentum, enabling both the CEO and team to operate at a higher level of confidence and effectiveness in DEI strategy and delivery.
Final Word
This programme demonstrates how 1-1 coaching with a CEO can evolve into team and organisational transformation. It has catalysed positive growth across leadership, accountability, and operational clarity, while creating a platform for future strategic DEI delivery, board alignment, and sector influence.
The CEO reflected that the programme not only helped build a foundation for 2026 and trust the team to take ownership, but also allowed a deeper appreciation of what must be done and why. Equally important, the CEO felt fully seen and understood - the emotions, pressures, and complexities experienced throughout this phase were recognised and acknowledged. This combination of clarity and being truly seen has been invaluable in sustaining energy and focus for the work ahead.
In reflection, the CEO noted that the programme helped to see what was possible, build a foundation for 2026, and trust the team to take ownership — the roadmap is just the beginning.
Let’s Talk
If this case study resonates with you - whether you’re looking to clarify your purpose, navigate complex dynamics, or step into your next leadership chapter - I can provide:
A free inquisitive session
A tailored coaching proposal
Or simply a conversation to explore what’s needed now
Because your next chapter deserves space, support, and clarity. And every leader deserves a moment to realign — before leading forward.
Helping good people lead great things
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