Group Coaching
Evolving Your Leadership
Knowledge and insight come alive in action and community; it is by debating and discussing and connecting with colleagues that we are able to envision change, make it happen and make it stick.
Business Schools already offer excellent management advancement programmes. This process is a supplement not a replacement. It is the bridge between the classroom and the company, between being a student and becoming an agent of culture.
Frequently we don’t have a common language or ways of seeing the world. By bringing young leaders together around reading and conversation this programme enriches the mental models they bring to their work, strengthens collective connection and the ability to have strategic conversation. Because it happens in-company it strengthens the connections and enriches the collective wisdom needed to build the future.
The Method
The programme combines text-based seminar dialogue with individual coaching over six months.
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Rumelt
on strategy
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Achebe
on leadership and storytelling
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Caster Semenya
on the courage to make systems change
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Ben Okri
on imagination
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Drucker
on effectiveness
Participants read before each session – not summaries, but the works themselves: Rumelt on strategy, Achebe on leadership and storytelling, Caster Semenya on the courage to make systems change, Ben Okri on imagination, Drucker on effectiveness. Whilst I design the curricula based on my years of in-depth reading and scholarships, its themes are shaped by the business’s needs.
The seminars are facilitated inquiry, conversation and debate. They are not lectures. Participants wrestle with ideas together, articulate positions, have them challenged create insight and trust through debate and discussion.
They’re designed to strengthen the capability for critical thinking and co-creation outside of the high stakes of organisational life. Simply put, it’s easier to build creativity when you’re not fighting for a budget. And then, when you are fighting for budget, you have the skills and the connections for constructive disagreement.
The process ensures that participants develop a shared vocabulary and understanding that persists after the programme ends; being able to say “Remember how Iger used M&A to transform Disney” or “Remember how Rassie deliberately used failure to explore new possibilities for the Springbok” creates a shared framework with which to have the hard conversations.
Three individual coaching sessions support each person to translate the seminar insights to their specific context – their demonstrated strengths, limiting patterns, and developmental edges.
The Design
Pillar One
The Seminar
Eight emerging leaders meet five times for three-hour facilitated sessions. The reading list integrates traditions usually kept separate: business strategy alongside philosophy, Harvard case studies sharing space with Nobel laureates. Rumelt and Okri. The Springboks’ transformation and Capitec’s disruption. Toni Morrison and Peter Drucker.
Pillar Two
Individual Coaching
Three 90-minute coaching sessions distributed across the programme. We map the conditions under which each leader operates at their best. We identify limiting patterns. We translate insight into concrete action with specific commitments and timelines.
What Changes
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01
They think differently.
Exposure to diverse frameworks breaks habitual patterns. Leaders start asking different questions, seeing situations through multiple lenses.
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02
They know themselves better.
The coaching surfaces where they excel and what limits them, creating the possibility for intentional action.
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03
They see each other differently.
When people share experiences of exploration they understand each other better – as humans not simply as titles.
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04
They become learners.
Participants rediscover the curiosity and learning that led them to success but got smothered by busyness.
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05
They operate with greater agency.
The central insight: when you step in with intention, you create results.
The Investment
Format
Five seminars (3 hours each) + three individual coaching sessions (90 minutes each) over six months.
Cohort size
8 participants
Investment
R55,000
per person (ex VAT)
Can be run within a single division or across divisions to accelerate silo-busting and culture creation.
Why This Programme
Evolving Your Leadership complements formal training programmes and business school learning by integrating cross-domain thinking with individual coaching, seminar dialogue that builds shared vocabulary across a cohort, and an eclectic reading list designed to stimulate curiosity.