Good coaching creates perspective.
Leadership rarely offers much distance from the demands, decisions and relationships that fill the day.
Coaching creates the opportunity to step back, examine what is shaping the way you are thinking and leading, and make more deliberate choices about what happens next.
Seven Levels combines confidential conversation with psychological insight and diagnostic evidence. The focus is the leader in context: who they are, what they are navigating and the impact they want to have.
The result is better thinking, greater self-awareness and more intentional leadership.
Explore our coaching journeys
Download an overview of our leadership coaching journeys, assessment options and rates.
The work follows the leader.
We provide the structure. You bring what matters.
There is no fixed coaching agenda. The work follows the leader's priorities, challenges and what emerges through the coaching, while the coach brings psychological insight, challenge and perspective.
What begins as a conversation about confidence, delegation, relationships or performance may reveal deeper questions about values, beliefs, identity, strengths or patterns under pressure. Coaching creates the opportunity to explore those connections while remaining grounded in the reality of work.
The coaching journey
The structure provides continuity without prescribing what each conversation needs to be about.
01 — ASSESS
Create a starting point.
Begin with the leadership diagnostic best suited to the leader, their development goals and organisational context.
02 — UNDERSTAND
Make sense of what you see.
A 90-minute individual debrief connects the assessment data to the leader's experience, aspirations and current priorities.
03 — COACH
Go where the work needs to go.
Confidential coaching conversations explore real leadership situations, question assumptions, recognise patterns and open up different ways forward.
04 — APPLY
Take insight back into work.
Leaders test different choices and behaviours in the relationships, conversations and situations where they matter.
05 — REFLECT
Notice what changes.
Review what is shifting, what remains difficult and what deeper understanding is emerging through experience.
Start with insight
Every coaching journey begins with a diagnostic perspective.
We use leadership and psychometric tools to create an evidence-based starting point — surfacing strengths, values, preferences and patterns that may not always be visible from inside the role.
We select the diagnostic around the individual, their development goals and organisational context. The assessment informs the coaching; it doesn't define it.
Leadership Values Map
Values, leadership patterns and behaviour under pressure.
Hogan
Personality, leadership potential and potential derailers.
Leadership Circle Profile
Leadership effectiveness and 360-degree feedback.
CliftonStrengths
Strengths and talent patterns.
DiSC
Behavioural and communication preferences.
Ways to work together
Leadership Coaching Journey
Leadership assessment
90-minute assessment debrief
6 x 60-minute coaching conversations
Typically delivered over approximately six months, allowing time between conversations for reflection, application and development in the reality of work.
Extended Coaching Journey
For leaders who would benefit from a longer period of development, coaching can continue beyond the initial six conversations. An additional diagnostic perspective, such as CliftonStrengths, may be introduced at an appropriate point to bring a different lens to the work and deepen the leader's understanding.
Coaching within organisations
Organisation-sponsored coaching needs to connect individual development with organisational purpose, while protecting the confidentiality that allows meaningful coaching to happen.
Where appropriate, we begin with a three-way contracting conversation between the leader, sponsor and coach to establish the purpose of the coaching, agree meaningful development objectives and clarify what success would look like.
Within agreed professional and ethical boundaries, the content of coaching conversations remains confidential. What can be shared, with whom and for what purpose is made explicit from the outset.
The coaching was instrumental in aiding me to understand how to behave with people and effectively read the actions and reactions of my colleagues.
Andrea, Regional Sales Manager
Coaching across cultures
Leadership is experienced within a cultural and organisational environment. Expectations around authority, communication, challenge, relationships and decision-making can vary significantly across contexts.
Our coaches bring experience of working with leaders across international and multicultural organisations, with coaching currently available in:
English · French · Arabic · Dutch
Meet our coaches
The relationship is part of the work.
Trust, challenge and chemistry influence how far a coaching conversation can go.
We take time to understand the organisation's objectives and the individual leader's needs before recommending coaches whose experience, approach and expertise are likely to be a strong fit.
Leaders can then have an introductory chemistry conversation before choosing who they would like to work with.
Seven Levels
UK people consultancy specialising in leadership, teams, coaching and values & culture.
Seven Levels Ltd
167-169 Great Portland Street, 5th Floor
London, W1W 5PF
United Kingdom
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