Develop leaders who develop others.
Structured 1:1 coaching for managers and senior leaders — grounded in Extended DISC® behavioural insight, and built around the real challenges your organisation is facing right now.
The Problem
Promoting a high performer into management doesn't automatically make them a great leader. Without structured support, they struggle with delegation, feedback, and navigating team dynamics — and the whole team feels it.
The cost isn't just one struggling manager. It's every person who reports to them.
Poor management drives 57% of employee disengagement
Disengaged employees cost an organisation 34% of their annual salary — every year. That's a budget problem, not just a culture problem.
60% of new managers fail within the first two years
Not because they lack technical ability — because nobody taught them how to lead people. Promotion isn't development.
Training events create awareness. Coaching creates change.
A workshop is a starting point. Structured coaching with accountability and a behavioural foundation is what shifts how someone actually leads.
Our Differentiator
We don't start with a conversation. We start with data.
Every CreateOne coaching engagement begins with an Extended DISC® behavioural assessment. Before your first session, your coach already understands how this person naturally communicates, how they responds under pressure, what motivates them — and where the friction comes from. That's not something most coaches offer.
No guesswork in session one. We enter every engagement with a clear behavioural picture — so we spend coaching time on growth, not discovery.
The DISC profile travels through the engagement. It informs how feedback is given, how goals are set, and how we measure progress — from start to finish.
Before-and-after analysis shows what's shifted. We can demonstrate measurable behaviour change — not just satisfaction scores.
Session Zero
Extended DISC® Assessment
Behavioural profile completed before the first session. Communication style, natural drivers, stress responses, and blind spots — all mapped before coaching begins.
Throughout the engagement
DISC-Informed Coaching
Every session is built on the behavioural data. Frameworks are adapted. Language is chosen deliberately. Goals are set in the context of how this person actually operates.
At Completion
Measurable Behaviour Change
A second profile analysis shows what's shifted. You get a clear picture of ROI — not anecdotes. Real evidence of development for the individual and the organisation.
How It Works
Three stages.
One clear outcome.
Discovery
We start by understanding the person, their context, and what success looks like. This isn't a form — it's a proper conversation, backed by a DISC profile.
- Extended DISC® behavioural assessment
- Structured intake with coach and coachee
- Optional 360° feedback from the team
- Clear goals agreed before session one
Coaching Series
A structured series of 1:1 sessions — typically 6 to 12 — focused on real workplace challenges, with practical application between each one.
- Fortnightly sessions via Zoom or in-person
- Applied frameworks and real-world scenarios
- Accountability between sessions
- Connected to Academy learning where enrolled
Review & Sustain
At the close of the engagement, we measure what's changed — and build a path for continued development that doesn't depend on ongoing coaching.
- Before-and-after DISC analysis
- Progress measured against agreed goals
- Tools for continued self-directed development
- Summary report for HR or the commissioning leader
Who It's For
Two types of engagement.
Same rigorous approach.
Some organisations bring us in for a leadership team. Others identify one person who needs focused support. Both start the same way.
One person. Focused development.
A named individual — identified by the organisation or self-referred — who needs structured, confidential support. Often linked to a promotion, a performance gap, a transition, or a specific leadership challenge.
Examples
- A first-time manager struggling with delegation and difficult conversations
- A senior leader being developed for the next level
- A high-potential team member with identified blind spots
- Someone navigating a significant change or transition
Typically 6–8 sessions · DISC profile included · Zoom or in-person
A cohort. Shared growth.
A leadership team or development cohort where aligned growth matters as much as individual improvement. Often paired with a formal learning program. DISC profiling creates shared language fast.
Examples
- A leadership team building shared accountability and trust
- A cohort of new managers transitioning together
- A team navigating restructure, scale-up, or strategic shift
- High-potentials being developed for senior roles
Typically 6–12 sessions · Team DISC profiling · Often paired with Academy learning
Ready to coach your leaders properly?
Get in touch and we'll talk through your specific situation — individual or team, scope, and what success looks like.
Get in Touch