One-on-one coaching with the people who teach the programme
A deep dive alongside the three-day programme, working on your personal leadership style, the patterns you fall back on, and the presence you bring to a boardroom.
What a coaching track looks like
Personal coaching runs as a structured track of around six sessions of ninety minutes, with an intake at the start and an evaluation at the end. Between sessions you work on assignments drawn from your own boardroom practice, so the work stays concrete rather than theoretical. You choose your coach. Each of our coaches brings a different route to the same destination: a role identity you recognise as your own, and behaviour that holds up under pressure.
- Around 6 sessions of roughly 1.5 hours, plus intake and evaluation
- Action-learning assignments between sessions
- Available in Dutch, German or English, depending on the coach
- Alongside or after the three-day programme
The coaches
Four coaches, four approaches. Pick the one whose way of working fits the question you are carrying.
How a coaching track usually runs
The structured tracks follow the same five beats. Your coach sets the pace with you at the intake.
- Before you start
Intake conversation
You talk through where you stand, what you want to be different, and whether the fit with this coach is right. No obligation to continue.
- Session 1
Two objectives, written down
The track opens by turning a vague ambition into two objectives concrete enough to know, at the end, whether you got there.
- Sessions 2 to 5
The work itself
Roughly ninety minutes each. Depending on the coach this draws on psychometric profiles, systemic and embodied work, or five decades of governance practice.
- Between sessions
Assignments in your real boardroom
Each session ends with something to try before the next one: a question prepared in advance, an intervention held back, a conversation you have been avoiding.
- Session 6
Evaluation
You go back to the two objectives and check them honestly, and decide what carries on without a coach in the room.
From technically excellent to genuinely heard in the boardroom
The situation
A senior finance executive joined their first supervisory board. The technical command was never in doubt, but questions landed as audit points rather than governance, and the board kept returning to the chair for direction.
The work
Six sessions over five months. The intake set two SMART objectives, an Insights Discovery profile opened up a preferred style that leaned hard on detail under pressure, and each session ended with an assignment tied to the next real board meeting: one question prepared in advance, one intervention held back.
The outcome
By the evaluation session, the executive was opening discussions rather than closing them, and had taken on the audit committee brief with an explicit role description agreed with the chair.
Illustrative example of a six-session track. Details anonymised.
Practical questions
How long does a track take?
Around six sessions of roughly ninety minutes, plus an intake at the start and an evaluation at the end. The spacing is yours to set with your coach; most people run it over four to six months so there is real boardroom material between sessions.
In which language are the sessions?
English, Dutch or German, depending on the coach. Jo Krill works in all three.
What happens between sessions?
You work on action-learning assignments drawn from your own board practice, so the next session starts from something that actually happened rather than from theory.
How do I choose between the four coaches?
Read the four approaches and follow your instinct; if you are unsure, tell us at the intake what you are working on and we will suggest the coach whose way of working fits. You decide.
Find the right coach for your question
Tell us where you are and what you are working on. We will suggest the coach whose approach fits, and set up an intake conversation.
Request an intake conversationCollaborating with Excellence
