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Your team's performance ceiling is a leadership problem. The good news — it's the most solvable one.

I work with organisations using Source™ — a methodology that traces leadership and team challenges back to their origin. Sustainable performance requires more than process improvements. It requires leaders who understand what's actually driving how they show up.

Start a Conversation For individuals →
15+
Years leading inside the environments I coach into
ICF
Accredited coaching — the Source™ methodology
iEQ9
Certified team Enneagram facilitation
90d
Typical team coaching engagement length

"Clinton's coaching helped us navigate change and grow our people — transforming development during a critical time."

Natisha S. — HR Director, Publicis Groupe

The Problem I Solve

The gap is almost never skills. It's what's invisible underneath them.

Most organisations invest in technical capability and then wonder why their teams still underperform. The gap is almost never skills — it's the invisible dynamics that drive how people work together.

Source™ works at that layer. The one that determines whether your investment in people actually produces returns.

Trust has eroded and no one is naming it — the team is functional but emotionally disconnected
Communication breaks down under pressure — alignment in meetings, misalignment in practice
Leaders have been promoted for technical performance but struggle to lead people
The team is capable individually but friction, politics, or poor dynamics are limiting collective output
Change is happening and leaders are managing through it rather than leading through it
Development programmes exist but aren't producing the leadership shifts the organisation needs

"The work that changes organisations starts with the leaders inside them — not the org chart around them."

Programmes

Four ways organisations typically work with me.

Most Popular
Team Coaching

A structured engagement for leadership teams that are capable on paper but underperforming in practice. We work on the dynamics beneath the surface — and we measure the change. Built around your team's actual context, not a generic curriculum.

Typical engagement: 90 days
Individual Leaders
Leadership Development

The Source™ programme for mid-to-senior leaders navigating growth, change, or transitions in scope. 12 sessions over 6 months — delivered individually, in cohorts, or both. Built around your context and culture, not imported from somewhere else.

6-month engagement — 12 sessions
High Impact
Workshop Facilitation

Single-session or multi-session workshops for leadership teams on specific challenges: communication, trust, navigating change, managing performance. Practically grounded, no filler. Built for leaders who value their time.

Half-day or full-day formats
Long-Term
Organisational Partnership

For organisations who want an embedded coaching partner, not an occasional vendor. Ongoing leadership development aligned to your culture and business goals — often as part of a broader associate arrangement with your existing partners.

Ongoing retainer or programme basis
What Sets This Apart

Not a coaching firm. A practitioner who's been in the room.

01
I've led inside the environments I coach into
15+ years as Managing Partner at Publicis Groupe. I know what high performance actually looks like from the inside — the dynamics, the pressure, the specific weight of leading through change at scale.
02
Measurable outcomes defined upfront
Not soft goals and good intentions. Every engagement starts with clear, commercially-grounded outcomes — and tracks against them throughout. You know what you're investing in before the work begins.
03
Source™ — methodology and lived experience, together
Certified ICF practice built on a methodology that traces every challenge to its origin. I don't just coach from frameworks borrowed from a textbook — I bring the real thing. That combination is rare and it shows in the work.
04
Flexible engagement models
Direct relationships and associate partnerships. I work within your existing ecosystem — complementing HR strategy, L&D programmes, and existing development frameworks rather than operating in parallel.
From Organisations

What changes when leadership changes.

"Clinton's coaching helped us navigate change and grow our people — transforming development during a critical time. The Enneagram work gave us a shared language we still use today."

Natisha S. — HR Director, Publicis Groupe

"The team members who went on this journey are showing up, showing off, and continuing to thrive through change. Understanding each other differently changed everything."

Erich M. — CCO, Publicis Hungary

"An exceptional speaker — insightful, inspiring, and deeply practical. Attendees left empowered to lead differently."

Colleen L. — CEO, Business Engage

"Clinton created a safe space that helped people see the bigger picture — both personally and professionally. That shift was visible in how the team worked afterwards."

Judy S. — Consultant, WPO

Start the Conversation

Let's talk about what your team actually needs.

The first conversation is exploratory. We'll look at where your team is, what's getting in the way, and what a meaningful engagement would look like for your specific context.

No proposal until that conversation has happened.

Book a Conversation [email protected]

Typically respond within one business day.

What the first conversation covers
◎
Where your team or leaders are right now — honestly assessed
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What's getting in the way of the performance you need
◎
Whether my approach is the right fit for your context
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What a well-designed engagement would look like — and cost
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How this fits with your existing HR and L&D framework