Why I might not be the right coach for you.

Most coaches won't write this page. I'm writing it because I've watched too many engagements start that shouldn't have.

Not because the coach was wrong. Not because the leader was wrong. Because the moment was wrong, or the shape was wrong, or what was actually needed wasn't coaching at all — and we found out too late.

The wrong coach at the wrong moment can be expensive in time, money and faith. I'd rather you find the right one than book me as default.

— Reason 01

You need therapy, not coaching.

If what you're carrying is grief, trauma, a mental health crisis or a relationship in active breakdown — coaching is the wrong tool. It might feel adjacent. It isn't. Coaching looks forward to act; therapy looks backward to heal. The work is different.

Who I'd point you to: BACP for an accredited therapist near you, or your GP if you haven't seen one recently.

— Reason 02

You're in immediate crisis at work.

If you're three days from a resignation letter, an investigation or a tribunal — you don't need six weeks of fortnightly thinking. You need someone who can move at the pace the crisis requires.

Who I'd point you to: a solicitor first, your union if you have one, then an employment coach who works in shorter arcs. I'm happy to recommend one if you reach out.

— Reason 03

Your organisation is sending you under duress.

If your line manager has put you on a performance plan and "coaching" is on the plan — that's not coaching, that's something else with a softer name. I won't take that engagement. It's unfair to you and it doesn't work.

What I'd suggest instead: tell your line manager you want a different kind of support — or find a coach who specialises in performance recovery (a different skill set from mine).

— Reason 04

You're a senior corporate leader in a sector I don't know.

My depth is in education, public sector and SMEs. If you're a tech VP, a banking MD, a partner in a Magic Circle firm — I can probably still help, but you'd get better value from a coach who has lived inside your sector. The shared vocabulary is part of what makes coaching efficient.

Who I'd point you to: the ICF or Association for Coaching directories, filtered by sector.

— Reason 05

You want quick results.

If you're hoping six sessions will fix something it took years to build — they won't. Coaching is patient work. I'll be honest with you about the timeline, and the honest timeline isn't a quarter.

If you want faster: try mentoring (someone who's done your specific job), training (a specific skill), or consulting (someone who'll tell you what to do). All three are legitimate. None is coaching.

— Reason 06

You don't actually want anything to change.

Some leaders book coaching because they think they should, or because their HR director recommended it, or because someone told them senior leaders all have coaches. They don't actually want anything to be different. That's allowed. But it makes for a frustrating six sessions for both of us.

What we'd do: the discovery call is still free. We'll work out together whether something is up for change. If not, I'll say so — and you'll leave with nothing on a card, but a clear answer.