We are sometimes asked whether the interim leadership support we offer is a form of executive coaching. It is not, and the distinction matters. Coaching is a structured process for helping a leader develop their own thinking and capability over time. What we offer is something different: a thinking partner with direct operational experience who works alongside a leader on real decisions with real consequences, in real time.
What coaching is designed to do ¶
Executive coaching is a well-established discipline with a clear purpose: to help a leader develop their own thinking, build self-awareness, and strengthen specific capabilities over time. A good coach asks questions rather than giving answers. The value is in the process of reflection, not in the coach's operational knowledge. Coaching works well when the leader's primary need is development: building a capability they do not yet have, or shifting a pattern of behaviour that is limiting their effectiveness.
What interim leadership support is designed to do ¶
Interim leadership support is designed for a different situation: a leader who is navigating a specific, high-stakes period and needs a thinking partner who can engage directly with the substance of the decisions being made. That might be a CEO covering a vacant COO role while a search is underway. It might be a newly appointed MD who needs a sounding board with operational experience in their first six months. The value is in the operational knowledge and the direct engagement with the real problem, not in a structured development process.
How to decide which one you need ¶
The simplest question is: what is the primary need right now? If the answer is 'I need to develop a specific capability or shift a specific pattern,' coaching is probably the right choice. If the answer is 'I need someone who has done this before to think through this specific situation with me,' interim leadership support is more likely to be useful. The two are not mutually exclusive, and some leaders use both simultaneously for different purposes.
What our interim support actually looks like in practice ¶
Marcus Ellery typically works alongside a leader for two days per week over three to six months. The work is practical: reviewing documents, sitting in on key meetings, working through specific decisions, and providing a direct, honest perspective on what is happening and what the options are. There is no structured curriculum. The agenda is set by what the leader is actually dealing with that week.
If you are trying to decide whether interim leadership support or another format is the right fit for your situation, the most useful thing is a direct conversation. We are glad to think through the options with you before any commitment is made.