Making the hire is the beginning.
A new leadership role is more than a change of job.
It's a transition into a new mandate, new expectations, new relationships and a new organisational system – while working out who you need to become within it.
Integrated™ is a coaching-led leadership integration programme that works with both sides of that transition: what's happening within the leader, and what's happening between them and the people around them.
Individual coaching gives the leader dedicated space to navigate the transition.
Systems coaching brings the relationships most important to their success into the work.
So the leader doesn't have to integrate in isolation.
Leadership integration happens within and between.
Stepping into a significant leadership role isn't simply about learning the organisation or delivering against a new mandate.
The leader is navigating a transition of their own.
They're working out how they want to lead here. What the role asks of them. What to hold onto from what made them successful before – and what may need to change.
At the same time, they're entering a living organisational system.
New relationships are forming. Expectations are being negotiated. Teams are adapting. Trust, influence and ways of working are beginning to take shape.
These two dimensions of integration are inseparable.
What happens within the leader affects how they show up with the people around them.
And what happens in those relationships shapes the leader they're able to become.
Integrated™ coaches both.
The work within.
The work between.
Because a leader doesn't integrate into an organisation in isolation.
A critical new relationship deserves intention from the start.
A leadership appointment creates a relationship that can shape far more than one person's success.
How will you work together?
What does each of you need from the other?
Where does ownership sit?
How will you make decisions, navigate challenge and build trust?
What does success look like – for the role, and for the relationship?
These things will develop whether you pay attention to them or not.
Integrated™ creates the space to build that relationship consciously from the beginning.
Individual depth. Relational integration.
Integrated™ combines two kinds of coaching across the first four to six months of a significant leadership transition.
ME keeps the newly appointed leader at the centre of the work.
US brings the relationships and organisational system around them into the coaching where it matters.
The work within.
Six confidential individual coaching sessions dedicated to the incoming leader.
This is their space to work with the real experience of stepping into the role – not a predetermined leadership curriculum.
The coaching might explore their evolving leadership identity, mandate, priorities, confidence, pressure, patterns, team, stakeholders, organisational dynamics, decision-making or whatever else the transition is bringing into focus.
It creates space to make sense of what they're experiencing, notice what's happening beneath the obvious challenges and become increasingly intentional about how they want to lead in this organisation.
6 individual coaching sessions
The work between.
Four coaching sessions that bring selected relationships around the incoming leader directly into the work.
Depending on the transition, that might mean coaching with their CEO or manager, a founder, a critical peer, direct reports or a small group of stakeholders.
Rather than only coaching the leader about these relationships, US creates an opportunity to work with what is actually happening between people – expectations, trust, communication, ownership, decisions, difference, patterns and ways of working.
The people involved can change across the programme. The relationships chosen are those most important to this particular leader's integration.
4 relational / systems coaching sessions
10 coaching sessions across approximately four to six months.
Six dedicated to the leader.
Four bringing the relationships around them into the work.
Sessions can be up to 90 minutes.
Built around the relationship as it develops.
A leadership relationship changes quickly in its first few months.
Integrated™ is designed to move with it – creating individual space for each leader while bringing them together at meaningful points throughout the transition.
BEGIN
The programme starts around the leadership transition. Both people begin with their own confidential coaching space – exploring the transition ahead, their expectations, what they are bringing into the relationship and what they want to be intentional about from the start.
BUILD
As the new leader settles into the role, the coaching moves between ME, YOU and US. Individual sessions create space to explore what each person is experiencing. Joint sessions work with the relationship itself as real decisions, responsibilities and ways of working begin to take shape.
DEEPEN
As the relationship develops, the work can go deeper. The coaching follows what is actually emerging – strengthening trust, surfacing assumptions, exploring patterns and creating space for conversations that might otherwise remain unspoken.
CARRY FORWARD
The final stage looks beyond the programme. Both leaders reflect on what they have learned about themselves, each other and the relationship – and identify how they want to continue working together as the role and organisation evolve.
Nine coaching sessions. Approximately four to six months. One leadership relationship given the space to develop intentionally.
Sessions can be up to 90 minutes.
Deeper than the obvious conversations.
Leadership relationships aren't shaped only by roles, responsibilities and objectives.
They're also shaped by expectations, assumptions, patterns, emotional responses and what each person brings into the relationship.
Some of that is easy to articulate. Some of it only becomes visible as the relationship develops.
Integrated™ creates space to work with both – what's happening in the conversation and what's happening underneath it.
Through individual and relational coaching, both leaders develop greater awareness of how they show up, what they need from one another and what will help the relationship work at its best.
The aim isn't to manufacture perfect alignment. It's to build the awareness, trust and openness that allow two leaders to work well together – including when they see things differently.
It matters who holds the space.
Integrated™ requires a particular kind of coaching.
The coach needs to be able to work deeply with each leader individually, while also holding the relationship between them with independence, curiosity and care.
That means understanding leadership and organisational context, being comfortable working with what sits beneath the obvious conversation, and having the relational skill to coach two people together without taking sides.
Integrated™ is currently led by Matt Goddard, an Association for Coaching accredited Master Intuitive Psychology Coach with more than 15 years' experience working with leaders and scaling technology companies through Talent, executive hiring and coaching.
As the practice grows, Integrated™ will be delivered by a carefully selected group of professionally trained coaches who meet the Integrated™ practitioner standard and are specifically trained in the methodology.
Different coaches may bring different professional backgrounds and coaching disciplines. What they share is the depth, experience and relational capability required to do this work well.
Start with the appointment, not the problem.
Integrated™ is designed to begin around the point a significant leadership appointment is made – before ways of working become habits and while the relationship is still taking shape.
The programme can begin once the appointment is confirmed, shortly before the new leader joins, or during their first weeks in the role.
There doesn't need to be a concern to address.
The trigger is simply that you've made an important leadership hire and want to give both people – and the relationship between them – the best possible start.
A critical new relationship deserves intention from the start.
Integrated™ then develops alongside the real relationship over approximately four to six months, giving the coaching something real to work with as the role, expectations and ways of working evolve.
Work with what's happening between you.
A new leadership relationship can't be understood by looking at either person in isolation.
Sometimes both people are individually capable, experienced and well-intentioned – and the relationship still isn't working.
Integrated™ creates space to notice the dynamics developing between them while there is still time to shape them.
The aim isn't to eliminate disagreement.
Strong leadership relationships need challenge.
It's to build a relationship capable of having the conversations the work requires.
Private when it needs to be. Shared when it matters.
Integrated™ deliberately creates both private and shared coaching spaces.
The incoming leader's individual coaching is confidential.
The founder or hiring manager's individual coaching is confidential.
Nothing from either private coaching relationship is carried into the joint space without permission.
The coach doesn't become a messenger between the two.
Instead, individual coaching helps each person understand what they may need to bring into the relationship themselves.
The joint sessions then create the space to have those conversations together.
The conversations that shape the relationship.
Every leadership relationship develops differently.
Integrated™ doesn't impose a fixed agenda. The coaching follows what is most useful for the two people and the relationship as it develops.
Areas we might explore include:
- EXPECTATIONS
What each person expects from the role, the relationship and one another – including the expectations that haven't yet been made explicit.
- OWNERSHIP & AUTONOMY
Where responsibility sits, what genuine ownership looks like and how the hiring leader creates space for the new leader to lead.
- COMMUNICATION
How each person communicates, what they need from one another and how they want to handle the conversations that matter.
- DECISION-MAKING
How decisions will be made, where authority sits and how they navigate the moments when they see things differently.
- TRUST
What helps each person build trust, what can erode it and how trust develops through the early months of working together.
- PRESSURE & PATTERNS
How each person tends to respond when the stakes rise – and what happens between them when those patterns meet.
- FEEDBACK & CHALLENGE
How they want to give and receive feedback, challenge one another and create enough openness to say what needs to be said.
- THE RELATIONSHIP AS IT EVOLVES
Making space for what actually emerges rather than relying only on what both people imagined the relationship would be before they began working together.
The aim isn't to prescribe how two leaders should work together. It's to help them understand and intentionally build the relationship that works for them.
For leadership relationships that matter.
Integrated™ is designed for significant leadership appointments where the relationship between the new leader and the person they report to will have a meaningful impact on the organisation.
It can work particularly well for:
- NEW EXECUTIVE HIRES
A CEO, C-suite or VP leader joining the organisation and beginning a critical new relationship with a founder, CEO or functional leader.
- FOUNDERS BUILDING A LEADERSHIP TEAM
When a founder brings in experienced leaders, hands over meaningful ownership and begins to lead through others in a different way.
- NEW FUNCTIONAL LEADERS
A Head or Director stepping into a significant mandate where the relationship with their manager will be central to their ability to succeed.
- INTERNAL PROMOTIONS
When an existing employee steps into a substantially bigger leadership role and the relationship with their manager needs to evolve alongside it.
The appointment doesn't need to be struggling. Integrated™ is designed to begin while the relationship is being built – not only when something has gone wrong.
What changed because of who we hired?
A signed offer tells us someone joined.
It doesn't tell us whether the appointment worked.
- Did they raise the level?
- Are they thriving?
- Do they have the mandate they thought they had?
- Has their manager genuinely made space for them to lead?
- Can they challenge each other?
- Are they having the conversations the role requires?
- Are they creating the impact they were hired to create?
Integrated™ exists because making a great hire is only the beginning.
You've made the hire. Now build the relationship.
Integrated™ gives a newly appointed leader and the person they report to the coaching space to build their relationship intentionally – individually and together.
Eight sessions. Four to six months. ME · YOU · US.
For companies making significant leadership appointments.