Co-founder & Executive Coach
Stuart Boyne
- Ex-British Army
- Global insurance
- Professional services
- [[TODO: accreditation]]
Onboarding Coaching
Help new leaders land well, and stay
You have invested heavily in a senior hire. How do you make sure the first 100 days set them up to thrive, rather than quietly struggle?
Who it's for
Is this right for you?
It usually helps when you recognise at least one of these.
- You are hiring or promoting into a senior role and want them productive faster.
- A new leader is joining a team with history, tension or high expectations.
- You have lost senior hires in their first year before, and want to avoid it again.
- A leader is moving from another market or sector into the London Market.
What changes
What a strong start gives you
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Productive sooner
Clear priorities and early wins in the first 100 days.
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Better retention
Support that helps a new leader settle in, and stay.
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Stronger engagement
Build trust with a new team quickly and on the right terms.
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Faster cultural fit
Read the unwritten rules of a new organisation quickly.
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Aligned expectations
Leader, line manager and HR agree what success looks like.
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A confidential sounding board
Somewhere to think aloud before it is time to act.
How it works
From first call to first session
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Step 1: A confidential conversation
Tell us what is going on. No obligation, and nothing leaves the room.
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Step 2: Meet your coach
A chemistry call so you can be sure the fit is right before you commit.
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Step 3: Agree your goals
We set clear goals with you and, where relevant, your sponsor or HR lead.
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Step 4: Coaching begins
Six focused sessions, with progress reviewed along the way.
Choose your coach
Coaches who have done the job
Co-founder & Executive Coach
Jo Hayes
- 20+ years senior HR
- Lloyd's Market
- Cultural transformation
- [[TODO: accreditation]]
Executive Coach
Samantha Peat
- Former CEO & CUO
- Board Director
- 30 years in financial services
- [[TODO: accreditation]]
What clients say
[[TODO: approved testimonial — named (name, title, organisation)]]
[[TODO: approved testimonial — anonymous (role + sector)]]
When should onboarding coaching start?
Ideally in the weeks before or just after the new leader starts, so the coaching shapes their first 100 days rather than reacting to them.
Who is involved from the hiring organisation?
Usually the hiring manager and HR or talent lead join a short three-way goal-setting conversation at the start, and a review at the end. Coaching sessions themselves are confidential.
Is coaching confidential?
Yes. What you discuss with your coach stays between you. Where an organisation is paying, we agree up front with you and your sponsor what, if anything, is shared: usually the goals and a light-touch view of progress, never the content of sessions. [[TODO: confirm D3 policy]]
How do you match me with a coach?
We listen to what you need in a first confidential conversation, then suggest the coach whose background fits best. You meet them in a chemistry call before you commit, and you can ask to meet someone else if the fit is not right.
Is coaching in person or online?
Both. Sessions can be in person in the City of London or by video, and many clients mix the two. [[TODO: confirm]]
Can my company be invoiced?
Yes. We can invoice your organisation or you personally. Prices are shown excluding VAT.
What if I need to reschedule?
Let us know as early as you can and we will rearrange. [[TODO: confirm notice period]]
Partner with D3
Start with a confidential conversation. Tell us what is going on, and we will tell you honestly whether and how we can help.