Most leadership development produces a day out of the office, some good intentions, and very little lasting change. The content is rarely the problem. Knowledge without accountability, structure, and follow-through does not stick.
I work with organisations who want development that actually changes how their leaders think, decide, and operate. Not just for the week after the session. Permanently.
You have a leader who has been promoted because they were brilliant at their job, and now needs to figure out how to actually lead.
You have a senior leader who is performing well on the outside but privately not operating at the level you know they’re capable of.
You want your leadership team to make cleaner decisions, carry less drift, and stop having the same conversations over and over.
You’ve tried generic programmes and away days and found that six weeks later, nothing has actually changed.
You want to invest properly in someone’s development, not just tick a box.
You’re responsible for L&D, HR, or leadership development and you need something you can point to with real evidence of impact.
Commission individual coaching for one or more of your senior leaders. Each programme runs over six months and is built entirely around the specific leader. Their strengths, their patterns, their blind spots, and the specific situation they are leading in.
Every engagement is measured, start to finish. Before the work begins, each leader completes a CliftonStrengths assessment, a full 360, and The Sharpened Leader® Baseline, so we know exactly where they are starting from. Seven sessions follow over six months, opening with a two-hour Strategic Operating Audit and including a Leadership Insight session with Dr John Kirkby CBE, with WhatsApp and email support throughout. At the end, the 360 and the Baseline run again, and the leader receives a written Sharpened Leader® Impact Report that can be shared with you as the sponsor.
Investment: from £5,500 per leader. Multi-leader discounts available on request.
Individual leadership development for a group of your leaders, done alongside peers rather than in isolation. A small, carefully selected group from within your organisation, each assessed as an individual before the work begins: a CliftonStrengths assessment and a 360-degree insight assessment, gathered from the people who work most closely with them. Then three in-person sessions, one a month, each working through one lens of the framework, with real work and real accountability between sessions.
It is not a workshop. The group is where the thinking gets sharpened. The change happens in each person.
Investment: £1,800 per leader. Minimum group size 5, maximum 7.
of coached leaders gave positive feedback on their coaching
said they would recommend coaching with Jasmine to others.
workshop delegates. 100% would recommend the session.
Anyone can call themselves a coach. In an industry with no regulation and no minimum standard, the difference between a trained coach and someone who completed a weekend course is enormous, and not always obvious from the outside.
I’m an EMCC Senior Accredited Executive Coach at EIA Senior Practitioner level, the highest practitioner grade awarded by the European Mentoring and Coaching Council. I also hold an ILM Level 7 in Executive Coaching and Senior Level Mentoring (the postgraduate-level qualification in the field) and a first-class degree in Psychology. I have been coaching for several years, have delivered over 650 paid coaching hours, and have worked with leaders in organisations including NHS teams, franchise networks, charities, professional services businesses, and corporate environments.
I started my career in the charity sector, managing a team of eight and a budget of £250,000 in my mid-twenties. I know what organisations actually feel like from the inside. I am not an outside observer who has only ever read about leadership. That matters in the room.
1
STEP 1: We have a conversation.
Book an organisational enquiry call. We will talk through who you are looking to develop, what you want to achieve, and whether this is the right fit. No pressure. No hard sell. Just an honest conversation.
2
STEP 2: I send a proposal.
If it feels like a good fit, I will send a clear proposal covering the programme, the investment, and what the engagement looks like from both sides. The leaders being coached also have a brief conversation with me before we start. Chemistry matters.
3
STEP 3: We get to work.
The programme begins with preparation before the first session, not a session itself. By the time we sit down together for the first time, I already know something real about who this person is and how they operate.
Get in touch and tell me about your organisation, who you are looking to develop, and what you want to be different. I will come back to you with an honest view on whether I am the right fit and what I would suggest.
