Developing Senior Leaders

Leadership coaching that actually helps you achieve your goals

With a registered psychologist, informed by an assessment, structured around a clear plan, with regular reviews to ensure meaningful progress.

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Shanel Winning, registered psychologist and advisor to technical executives and partners for twenty years.

Twenty years of coaching technical executives and partners

Limited number of clients at a time to maintain quality

THE CRITICISM

Most coaching prompts good conversation but little change

You're probably familiar with the main reason people want a coach: at a certain point, you've made all the progress you can on your own, so you want the support of an expert.

But if you've had coaching before, you probably also have a few criticisms.

Of the playbook you received that doesn't quite fit who you are. Or that you weren't able to implement, because other things were holding you back.

Of the nature of the conversation. Too much like counselling. Or consulting. Or worse, just a nice chat.

Or maybe you've been on the other side, where you've funded coaching for a leader. Thousands of dollars later, you're still trying to work out: what did coaching actually achieve, and how did it help the business?

Anyone can call themselves a coach, making it hard to differentiate between them.

When people tell me they are wary of coaching and coaches, I know exactly where they are coming from.

Unless you know what to look for.

Quality coaching has a few key features

I can be honest with this person

If you feel judged, tempted to keep your mask on, or find you're editing what you say, nothing useful will happen in coaching. No matter how popular, brilliant, or credentialed the coach is. A mutual connection, that develops into deep trust, is a non-negotiable.

I know what kind of "coaching" I'm getting

Not everything branded "coaching" actually is. I offer professional coaching: a combination of soundboarding, facilitated reflection and challenge, joint problem-solving, and the sharing of practical tools. I respect your autonomy, so you always decide what you'll implement.

I know what I should be working on

If you understood yourself so intimately that you knew which strengths to leverage and which patterns to address, wouldn't the advice and training you've received be enough? There's a reason you can't just apply what you know. A good assessment will help you work out what.

I have a plan, and I'm accountable to it

Coaching is confidential, but your goals shouldn't be. You need a plan, co-designed with your leader or chair, that outlines the shift you're making. How progress will be measured and reviewed. And how you'll get there. Otherwise, why is the business paying for it?

NEXT STEPS

Everyone starts with a leadership assessment

More about leadership assessments

01 It helps us build an evidence-based picture

How you operate, lead, and respond under pressure. The strengths that are serving you, and the patterns that aren't. Uncovered through three rigorous questionnaires and a two-hour session with me.

02 It helps us decide what to prioritise

Not every work-on is a development priority. We'll assess what's most important, given your current challenges, your role, or your future aspirations. So you don't waste time working on things that don't matter.

03 It helps us choose the right support

Sometimes, you'll want the support of a coach walking alongside you for six or twelve months. Sometimes, the five-day leadership intensive is a better place to start, with coaching to come later. Either way, we'll work out what's right for you together.

04 It helps us build trust between us

The best support works with your context and your wiring. Which I can only provide if I understand both. And when I do, it builds the kind of trust and connection between us that makes you feel respected and challenged. Both are essential for growth.

Developing a senior leader?

Book a short call with Shanel Order a leadership assessment

THE DEVELOPMENT PATHWAY

Three levels of support

Once you've done a leadership assessment to uncover your wiring, your values, your strengths, your work-ons, and the patterns getting in your way, you're ready for what's next. You can apply to join the five-day leadership intensive with peers at a similar level, already primed with what you’ll need to focus on. Or you can choose to work with me one-one-one over six or twelve months.

Work alongside a small group of peers at a similar level.

Five-Day Intensive

Practical know-how, backed by evidence and proven in practice with senior leaders like you

Five consecutive days, 9-5pm

Learn alongside a small group of peers from different organisations

Auckland venue, overlooking the water

Full programme outline available on request

A plan and six months of coaching support.

6-Month Growth Plan

Focused support to accelerate growth and track progress

90-min development planning session

Development plan drafted for you

Five 90-min monthly coaching sessions

60-min review to assess progress

Leadership workbook as a resource

Check-ins with manager or chair to get their perspective

The big picture: your strengths and development areas from all angles.

12-Month Growth Journey

Extended support to accelerate growth, track progress, and embed changes

90-min development planning session

Development plan drafted for you

Ten 90-min monthly coaching sessions

Two 60-min review to assess progress

Leadership workbook as a resource

Check-ins with manager or chair to get their perspective

THE PROCESS

The leadership development process

A streamlined and convenient process for busy leaders.

Step 1

Decide on Support

Apply for the five-day leadership intensive, or work with me one-on-one.

Step 2

Create Plan

For one-on-one, start by creating a tailored development plan with me.

Step 3

Work with Coach

Meet with me for five or ten monthly 90-min coaching sessions.

Step 4

Complete Actions

Both the actions in your plan, and the actions from each coaching session.

Step 5

Review Progress

Work with me and your leader or chair to assess your progress against your plan.

THE PSYCHOLOGIST

Shanel Winning

Shanel Winning is a registered psychologist who helps organisations get results that last, by focusing on the factors that actually produce them: their people, their leaders, their culture, and their strategy. She took the long way here: operations, information systems, marketing, a stint in mergers and acquisitions, then registration as a psychologist in 2006. Twenty years on, she's known for logical advice that's backed by evidence and proven in practice, with leaders who are already leading big businesses, functions and portfolios, but can't help wondering: could I be doing this better?

FAQ

Commonly asked questions about leadership coaching

What is leadership and executive coaching?

A confidential space to reflect, test ideas, and grow - with support and challenge tailored specifically to you and your context.

How is it different from the five-day leadership intensive?

The intensive builds specific practical skills intensively in a group format. Coaching provides ongoing one-on-one support as you apply those skills - or work through challenges specific to your role and situation. They complement each other well.

How is it different from mentoring or training?

Mentoring gives advice based on experience. Training builds specific skills. Coaching helps you clarify your own thinking and apply it to real challenges - with someone who knows your context and holds you accountable.

Do I need an assessment first?

All coaching - whether ad hoc or structured - requires a leadership assessment as the foundation. This ensures sessions are targeted rather than exploratory, and focused on the right things from the start.

What are the options?

6-Month Growth Plan - development plan, five sessions, and a review.
12-Month Growth Journey - development plan, ten sessions, and two reviews for lasting change.
Focused Coaching - 90-minute sessions as needed for existing clients.

Is it confidential?

Yes, coaching is confidential - unless there is a risk of serious harm to you or others. The development planning sessions and reviews aren't confidential, because your leader or chair will usually attend.

How do we track progress?

We define goals at the outset, review outcomes after every five sessions, and adjust as your context evolves.

Do you work outside New Zealand?

Yes, I provide leadership coaching around the world.

How do I get started?

Book a complimentary call to discuss your situation and confirm the right approach. If you've already completed a leadership assessment with me, we can move straight to development planning.

CONTACT

Let's start a conversation

If you’re considering working with me, send me an email with a bit of context about your situation and what you’re hoping to achieve. I read every enquiry personally. If I think I can help, I’ll be in touch to arrange an initial complimentary call.

Urgent psychometric testing

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Coaching for existing clients

Book here

Phone

+64 21 2777 225

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