How it Works
Emma Turner Coaching provides executive and leadership coaching through clearly defined, professionally contracted engagements. The work supports senior leaders operating in complex organisational contexts and is delivered within clear ethical and confidentiality boundaries.
The process below reflects how coaching is typically structured.
1. Initial conversation
All engagements begin with an initial conversation to clarify context, purpose and fit.
This discussion focuses on:
The leader’s role and organisational context
What the organisation or individual is seeking from coaching
Whether coaching is the appropriate form of support
The most suitable engagement structure
This conversation is exploratory and does not commit either party to proceed.
2. Engagement design
Where coaching is agreed, the engagement is designed to reflect the leader’s role, context and objectives.
Engagements typically take one of two forms:
Ongoing Executive Coaching, which may involve:
A 6, 9 or 12-month engagement
Session cadence and broad focus set at the outset
Sponsor alignment points where agreed and appropriate
Clear professional boundaries and confidentiality
Focused Executive Coaching, which may involve:
Agreement of a defined engagement of 3 or 6 sessions
Clear definition of the leadership issue, transition or decision point
Confirmation of scope, timeframe and focus
Engagements may be commissioned by organisations or self-funded, depending on role and context. All engagements are time-bound and clearly contracted.
3. Coaching sessions
Coaching is delivered through 90-minute sessions, typically on a monthly basis, with flexibility to reflect role demands.
Sessions provide a confidential, structured space to:
Think clearly and reflect
Explore leadership challenges and decisions
Test assumptions and perspectives
Develop insight and strengthen judgement
The focus of the work evolves over time in response to the leader’s context.
4. Use of psychology and tools
As a Chartered Occupational and Coaching Psychologist, Emma Turner may draw on:
Psychological theory and behavioural science
Reflective models and frameworks
Psychometric tools or assessment, where useful
Tools are used selectively and only where they add value to the coaching process.
5. Review and reflection
Where appropriate, engagements may include:
Informal reflection on progress
Re-contracting if the leader’s role or context changes
Light sponsor review points (for organisational work), without disclosure of coaching content
These reviews are intended to ensure the coaching remains relevant and appropriately focused. Any continuation or further work is subject to re-contracting rather than automatic extension.
6. Completion
All engagements conclude at the agreed end point.
Completion typically includes:
Reflection on learning and development
Consolidation of insights
Consideration of next steps, if appropriate
There is no assumption of continuation beyond the agreed engagement.
Next steps
If you are enquiring on behalf of an organisation, or are a senior leader considering coaching support, please get in touch to arrange an initial conversation.