Our Services

The work Sally Marshall Group does falls into three areas: one-to-one executive coaching, leadership and organisational consultancy, and structured leadership training and workshops. Each has a distinct format, but they share the same starting point — a substantive conversation about what the leader or organisation is actually trying to do, and what is getting in the way.

This page gives an overview of all three. The service pages below go into more detail. If you are trying to work out which type of support fits your situation, the How We Can Help page walks through the most common challenges leaders bring to us and how the different service types address them.

Professional business meeting with colleagues discussing strategy around a conference table

One-to-one executive coaching

This is the core of the practice. A private, structured engagement between Sally and a senior leader, running for six to twelve months. The sessions are typically 60 to 90 minutes, fortnightly or monthly, in person or by video, with the agenda set by the leader at the start of each meeting.

The work is most useful for:

Leaders in transition — new roles, promotions, lateral moves, or succession-related changes
Senior leaders who have identified a pattern in themselves they want to shift
CEOs, managing partners, and founders who lack a genuinely confidential sounding board
Leaders preparing for a board, a difficult restructure, or a significant negotiation

Every engagement starts with a free introductory conversation. The work is entirely confidential. No notes leave the sessions.

See the full coaching and programmes page for engagement formats and fees.

Leadership and organisational consultancy

Some organisations come to us not for coaching a single individual, but for help thinking through a structural or cultural leadership question. These consultancy engagements involve observation, interviews, facilitated sessions, and diagnostic work — and they typically culminate in a set of recommendations the leadership team can act on directly.

Typical briefs include:

Partner and SLT effectiveness — improving the quality of conversation, trust, and decision-making in a leadership group
Succession and pipeline — understanding who is ready, who needs development, and what the organisation's plan actually is
Post-merger integration — helping two formerly separate leadership cultures find a workable shared identity
Culture and performance — identifying the specific leadership behaviours that are driving or undermining the results the organisation wants

Full details on Leadership & Organisational Consultancy.

Leadership workshop with senior managers engaged in group discussion and collaborative exercises

Leadership training and workshops

The training arm of the practice runs bespoke programmes and facilitated workshops for leadership groups, usually between six and twenty participants. These are not off-the-shelf courses. The design starts from a conversation about what the specific group needs, and the content is built around that.

Common formats include:

Half-day and full-day facilitated workshops, often run as part of an existing leadership conference or off-site
Multi-session cohort programmes for groups of emerging or mid-level leaders
Bespoke facilitation for leadership teams who need external support for a specific strategic conversation

Full details on Leadership Training & Workshops.

How engagements typically work

Regardless of which service type is the right fit, every piece of work with Sally Marshall Group follows the same sequence:

Introductory conversation. A 30-minute call, free and confidential, to understand what you are working on and whether the practice is the right partner.
Proposal or scoping document. A short written summary of what the work would involve, how long it would run, and what the investment would be. This is not a lengthy tender document — it is a basis for conversation.
Start-up session. The first paid session, which sets the working agreement, establishes the specific outcomes we are aiming for, and — for coaching — gives the leader a sense of what the format actually feels like.
Review checkpoint. After approximately a third of the engagement, a structured review to assess progress, recalibrate priorities, and adjust if needed.
Completion and follow-up. A closing session and, for longer engagements, a follow-up call three months later to check how the changes are holding.

Not every engagement follows this sequence exactly. Some clients want to move faster; others want more flexibility. The sequence is a default, not a rule.

Who we work with

The practice works exclusively with senior leaders and organisations. That means CEOs, MDs, managing partners, partners, senior directors, SLT members, and founding teams of established businesses. It does not mean we only work with large organisations — some of our most interesting work is with smaller firms where the leadership challenges are just as complex and the room for error is smaller.

If you are earlier in your career and looking for business mentoring rather than executive coaching, the coaching page covers the SME mentoring work Sally does separately through the group.

Start a conversation

Email [email protected] to request an introductory call. The call is confidential, free of charge, and there is no obligation to proceed. If we are not the right fit for what you need, we will say so and often suggest someone who is.

You may also find it useful to read about what to expect from executive coaching before you get in touch, or to look at what clients have said about working with the practice.