Build leaders who actually change how your organisation operates
Practical executive training rooted in real decisions, real pressure, and real accountability. Not theory slides.
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We started ExecGrowthFocus after spending fifteen years inside FTSE 250 companies watching the same pattern repeat: talented people got promoted into leadership roles and then received almost no structured support for the shift. Budgets went to conferences. Confidence went down.
Our programmes are small (eight participants maximum), run over twelve weeks, and built around live business problems each participant brings from their own organisation. There is homework. There are uncomfortable conversations. The format works because it mirrors what leadership actually feels like: ambiguous, pressured, and deeply personal.
We are based in England and work with clients across the United Kingdom, both in person and through facilitated virtual cohorts. Every facilitator on our team has held a P&L-owning role. That matters because participants can tell the difference within the first hour.
Each programme targets a specific leadership challenge. Pick one, combine several, or let us design something from scratch.
A twelve-week cohort programme for directors and C-suite leaders managing teams of fifty or more. Participants work through decision-making frameworks, stakeholder alignment, and organisational design using their own current projects as case material. Sessions run fortnightly, with structured peer coaching between each one.
When a leadership team disagrees on priorities but nobody says it out loud, execution stalls. This two-day facilitated workshop surfaces the real tensions, maps competing priorities against business outcomes, and produces a written agreement the team can hold each other to. We follow up at thirty and sixty days.
Moving from functional head to general manager is one of the hardest career transitions. We pair each leader with a coach who has made that same move, and run six months of structured sessions covering the first hundred days, delegation habits, and the identity shift that trips most people up.
Most managers dread giving honest feedback, so they soften it into meaninglessness. This half-day workshop teaches a specific conversational structure for performance discussions that is direct without being destructive. Participants practise with actors before trying it with their own teams. We cap attendance at twelve.
Designed for senior leaders preparing for their first non-executive or board-level appointment. Over eight weeks we cover governance fundamentals, financial literacy at board level, constructive challenge techniques, and how to read a board pack in under an hour. Each participant delivers a mock board presentation and receives filmed feedback.
Some organisations need something we have not listed here. We design bespoke training engagements for groups of ten to forty, delivered at your offices or at a venue we arrange. The design process takes about three weeks and includes stakeholder interviews, a written proposal, and a pilot session before full rollout.
A thirty-minute conversation where we listen to what is happening in your organisation and what you want to change. No pitch deck.
We write a clear proposal with objectives, format, timeline, and fees. Typically delivered within five working days.
Small-group sessions, individual coaching, or facilitated workshops. We adapt the format to your schedule and your people.
We check in at thirty and ninety days post-programme. Participants complete a structured self-assessment and we share aggregate findings with the sponsor.
"I have been through three leadership programmes at previous companies. This was the first one where I changed something concrete in how I manage my team within the first week. The small group format made it impossible to hide."
"The transition coaching helped me survive my first ninety days as managing director. My coach had been through the exact same role shift and knew which mistakes I was about to make before I made them."
"We brought them in to align our senior team after a merger. Two days of honest, structured conversation did more than six months of internal meetings. The thirty-day follow-up kept us accountable."
58 Halvorson Close, Greenfelder-le-Friesen, LG6 9CZ, England, United Kingdom
We respond to enquiries within one working day. If you prefer a phone call, include your number and a convenient time in the message and we will ring you.