Corporate Coaching
& Development
Clarity, leadership and decision-making during periods of change
Organisations don’t struggle because people lack capability.
They struggle when clarity erodes, decision-making slows, and identity shifts aren’t acknowledged as responsibility increases.
My work supports individuals and teams through leadership growth, transition and organisational change. The goal is to help people think clearly, act with integrity and move forward with confidence.
For individual coaching, explore our personal programme options or learn more about our approach
"This is not training, performance management or motivational coaching. It is structured, reflective coaching."
- leadership development
- role transition
- identity shifts
- decision-making
According to Prosci’s global change research, 63% of employees reported that their organisation did not adequately prepare managers and supervisors with the skills, training, and tools required to lead during change.*
Investing in your team matters now
This work helps individuals and teams slow down enough to regain clarity, articulate what is misaligned, and move forward in a way that feels grounded rather than reactive.
Authorship
Gain authorship over their decision and directions
Satisfaction
Have higher satisfaction over time at work
Confidence
Feel confident in the ever changing roles
Connection
Stay connected with their companies
Organisational coaching fills the gap that formal change programmes often miss.
Dialogue
Lead real conversations, not just cascade slides.
Resilience
Hold uncertainty without freezing.
Action
Translate strategy into daily behaviour.
Responsiveness
Spot resistance early and respond constructively.
This is not training. It is applied leadership capability.
Frameworks
How the Work Is Delivered
Clarity Accelerator
Purpose
Short-term clarity during moments of change.
Best for
- Individuals stepping into new roles
- Leaders navigating uncertainty
- High performers with decision fatigue
Focus
Clarifying priorities, reducing noise, supporting confident decisions.
Particularly suited for organisations where roles are complex and evolving.
-
Three 1:1 Sessions
(Online/In-person)
Momentum Builder
Purpose
Sustained behavioural change and self-leadership.
Best for
- Leaders requiring ongoing support
- Teams adapting to new responsibilities
- Organisations seeking consistency, not urgency
Focus
Building aligned habits, reducing reactive decision-making.
-
Six-session Engagement
(1:1 or Group)
Transformation Journey
Purpose
Deep identity, leadership and mindset development.
Best for
- Senior leaders
- Significant organisational transitions
- Long-term leadership development
Focus
Identity shifts, rebuilding self-trust, long-term integration.
-
Nine-session Engagement
(Programmes/Advisory)
Who This Work Is For
Particularly suited for organisations where roles are complex and evolving.
- Leaders carrying significant responsibility
- Change is ongoing rather than one-off
- Clarity, integrity and judgment matter
It is not designed for environments looking for quick fixes, surface-level engagement or prescriptive frameworks.
Outcomes We See
- Clearer thinking at leadership level
- More confident decision-making
- Reduced overthinking and internal friction
- Stronger self-leadership
- Improved alignment during change
The impact is often quiet, but durable.
Welcome
Hello, I’m Harman Gill
I’m glad you’re here.
I'm an Identity, Purpose and Mindset Coach with a background in engineering and large-scale organisational change.
I work with individuals and organisations navigating complexity, leadership growth, and transition — helping people integrate who they are with the roles they hold.
My approach brings executive-level coaching principles into modern organisational contexts, supporting clarity, confidence and integrity at every level.
A few of my credentials
EMCC Global Accredited Coach at Practitioner Level
European Mentoring and Coaching Council
Professional Certificate in Executive Coaching
Henley Business School
Change Management Practioner
ProSci
Project Management
PRINCE2
Lean Six Sigma Green Belt
SIX SIGMA
Start a Conversation
A confidential conversation to explore your organisation’s needs and whether this work is the right fit.
No obligation.
No off-the-shelf programmes.
*Source:
Prosci (2019). Best Practices in Change Management.
Figure 11.3: Formally evaluated manager and supervisor role effectiveness.