Supervised
peer coaching
Leadership is a practice, not a program.
The pace of change isn't letting up, and a “steady state” isn't coming back.
Your leaders are being asked to move before the picture is complete, hold their nerve through constant change, and back themselves before they feel ready.
Yet too often they feel stuck, unable to move forward, and a leader on pause isn't leading.
The answer isn't waiting it out…
It's developing leaders who can think clearly under pressure,
get comfortable in the uncomfortable,
ask better questions instead of jumping to the answer,
and bring their people with them when the path is anything but certain.
So how do you develop them?
Not with another workshop. By giving them a safe place to practise how they show up, a practice that builds leaders who can:
Small groups. Real challenges. An expert in the room.
Supervised Peer Coaching brings together a small group of leaders to work on the challenges they're currently facing with an experienced Gram Supervisor alongside them.
In each session…
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Everyone coaches.
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Everyone is coached.
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Everyone gives feedback.
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Everyone learns from watching the others.
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Everyone receives feedback in the moment on how they lead the conversation.
Many of your leaders will have done coaching before and that's the perfect foundation. But this isn't a coaching program. It's a practice in seeking perspective and deepening a range of skills: noticing what's happening beneath the conversation:
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in the other person
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in the dynamic between you both,
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in yourself, and
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in the wider system.
That's the shift from following a process to reading the room, reading yourself, and leading through it. It's how leaders learn to think differently and lead collectively.
"It's not really about the framework — it's about understanding someone."
Team Leader, Insurance Company
More than managing the conversation
Most coaching workshops teach leaders to manage a conversation.
This develops something rarer — the ability to notice what's really happening while it's happening, and to work with it:
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the real issue beneath the presented one
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the trust or resistance in the room
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your own urge to jump in with the answer
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the organisational pressures no one has named
Holding all of that at once is what turns a competent questioner into a leader who can genuinely develop others, defuse tension, and move a stuck situation forward.
A different kind of development
Each 90-minute session runs three rounds with rotating roles:
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One leader is the coachee, bringing a real challenge
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One is the coach, working with them in the moment
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One is the observer, giving feedback.
A Gram Supervisor — a master coach — facilitates each round, sharpens the feedback, and adds the perspective the group can't see in itself.
By the end, everyone has sat in every chair, and each leader leaves with a way forward on their own challenge.
The practice runs across a series of sessions — and as it does, the craft deepens, the trust builds, and the group becomes able to keep it going on its own, long after the Supervisor steps back.
"It was bloody challenging because you had to be on,
but I solved problems I'd been stuck on for months."
General Manager, Global Technology Company
What it builds
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The agility to handle a hard conversation in the moment — and the confidence to make the move
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Leaders who develop others rather than jumping in with the answer
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Sharper decisions, made from a wider perspective
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Cross-functional relationships and understanding that last
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A capability that stays and compounds, long after we step back
Proven, not new
This practice is trusted by mid-level and senior leaders across global technology, financial services, the arts and the public sector. However different the room, the arc is the same: what starts as unease at being observed becomes the development they rate most highly.
"Initially uncomfortable. Liberating."
The best leaders aren't the ones with the answers.
They're the ones who lead well when there aren't any — and who bring their people with them.
If you're serious about developing leaders who can do that,
and want development that keeps paying off long after it ends, this is it.