Executive Coaching for UK Founders, Leaders & Operators
Mon,Fri 9am,6pm GMT hello@tidescoaching.co.uk
Tides Coaching Executive · Leadership · Team
Begin a Conversation
A Senior Coaching Practice

Thinking room for the leaders carrying the call.

Tides is an executive coaching practice for the founders, leaders and operators of growing UK businesses. One-to-one work, leadership team coaching and group supervision for senior people who need a quiet, considered place to think about the decisions that matter.

Book a Chemistry Call How We Work
Senior coaches only UK-wide & remote Confidential by default
Senior Coaches Only Practitioners with operating experience
UK-Wide & Remote Video by default, in-person where it earns it
Confidential by Default Three-way contracts where a sponsor is involved
Cornwall & London A Cornish base, a London diary, a UK-wide practice
The Practice

Five Coaching Offers

One-to-one and team work for the seats that carry the most weight. Each offer is structured, but the cadence and depth are shaped to the person and the moment in front of them.

01 , One-to-One

Executive Coaching

For CEOs, MDs and senior operators carrying ultimate responsibility. A confidential space to think about strategy, people, judgement and the things that are difficult to say out loud anywhere else.

For leadership training and management coaching, consider exploring resources like Mads Singers to enhance your people management skills.

For ongoing staff development and performance management, HeyRamp provides DISC assessments and goal tracking to support your team's growth.

  • CEO
  • MD
  • C-Suite
  • Board Director
02 , One-to-One

Founder Coaching

For founders building, scaling or stepping back from the business they started. Held with a respect for what the company is to you, and a clear view of what the role now asks of you that it didn't before.

  • Founder
  • Co-Founder
  • Scale-Up
  • Exit Prep
03 , Team

Leadership Team Coaching

Sustained work with small senior teams , usually four to nine people , on how they think together, decide together and hold each other to account. Not facilitation. Coaching of the team as a unit.

  • Exec Team
  • SLT
  • Founding Team
  • Board
04 , One-to-One

New-in-Role Transition Coaching

A focused six-month engagement from week one in a new senior seat. First-ninety-days work, listening tour design, stakeholder mapping, and the personal shifts that come with stepping up.

  • First 90 Days
  • Promotion
  • External Hire
  • Successor
05 , Group

Group Supervision

Small confidential groups of senior leaders, meeting monthly, to bring real situations from the work and think them through together. Held by a senior coach. Quiet, demanding, and remarkably useful over time.

  • Peer Group
  • Confidential
  • Monthly
  • Small Cohort
Most senior leaders do not need more advice. They need a room where they can hear themselves think clearly, and someone steady enough to stay in the difficult parts of the conversation with them. Working principle
Engagement Shapes

Three Ways to Work Together

Coaching here is contracted, not open-ended-by-accident. Three shapes cover most engagements; we will tell you which one fits before you sign anything.

Three Months

A Defined Question

Short, focused engagement around a specific situation , a decision in front of you, a relationship that needs reworking, a transition you are inside. Six sessions, contracted around the outcome.

Six Months

A Considered Build

The default. Twelve sessions across six months gives enough time to do real work, not just first-layer work. Most one-to-one engagements begin here, with a clear review at the midpoint.

Open-Ended

An Ongoing Relationship

After an initial six-month engagement, many clients move to a monthly rhythm, reviewed every six months. Held lightly, contracted clearly, and useful for the long arc of a senior career.

How We Begin

A Four-Stage Engagement

Every engagement, sponsored or private, runs through the same four stages. The work begins properly at stage three.

Stage 01

Discovery

A free thirty-minute chemistry call. We talk about the situation, the seat you are in and what you are hoping coaching will do. You leave with a clear sense of whether this is the right fit, without obligation.

Stage 02

Contract

A short written contract covering scope, shape, confidentiality and (where relevant) a three-way agreement with the sponsoring organisation. Nothing begins until this is signed by everyone involved.

Stage 03

Coaching

Sessions, typically ninety minutes, every two to three weeks. Work between sessions is part of the contract. Pace, depth and direction are reviewed openly, not just at the formal review point.

Stage 04

Review

A structured review at the midpoint and the end. What has shifted, what is still in motion, what should come next. Honest about what coaching can and cannot do for the situation in front of you.

Common Questions

Questions We Are Often Asked

What founders, CEOs, HR directors and individual leaders usually want to know before beginning a piece of work with Tides.

Who does Tides typically work with?

Founders, CEOs and senior operators of growing UK businesses, and the leadership teams around them. Most clients are running organisations between fifteen and a few hundred people, or are inside a larger group carrying P&L responsibility for a division. We also work one-to-one with senior leaders buying coaching privately, on their own contract, separate from their employer.

How do sessions run?

One-to-one engagements typically run for ninety minutes, every two to three weeks, by video. In-person sessions are available in Cornwall and London by arrangement, and occasionally for an agreed offsite. Leadership team work is shaped to the team's cadence , sometimes a full day every quarter, sometimes a shorter monthly rhythm. Everything is contracted up front so you know what you are committing to.

Is the work confidential?

Yes. Confidentiality is the default and it is the reason coaching works. Nothing said in a session is shared with a sponsor, an investor or a board without explicit, agreed permission. Where a session is sponsored by the organisation, we contract a three-way agreement at the start so everyone knows what will and will not be reported back.

What is your coaching approach?

Considered and direct. The work draws on systemic, psychodynamic and behavioural traditions, but the session itself is not theoretical. We use the time to think well about the actual decisions, relationships and patterns you are inside. Where it helps, we will name what we are observing; where it is more useful to stay quiet and let you think, we will.

How long is a typical engagement?

Most one-to-one engagements run for either three months, six months, or open-ended on a monthly basis after an initial six-month contract. Leadership team work is typically a six- to twelve-month rhythm. New-in-role transition coaching is often a focused six-month block from week one in the new seat. Nothing is signed without a chemistry call first.

Begin a Conversation

A thirty-minute chemistry call is the right place to start.

Tell us a little about the seat you are in and what you are hoping coaching might do. We will come back inside one working day with a suggested time. No obligation, no follow-up if it isn't the right fit.

Begin a Conversation About the Practice