TNZ coaches are not generalists. Every TNZ coach brings deep experience in at least one of: senior HR leadership, workplace conflict and dispute resolution, clinical psychology, or organizational change management. That background changes the quality of the coaching conversation.
Our conflict coaching practice is particularly in demand: leaders who are navigating genuinely difficult situations, a new role with an inherited team problem, a conflict with a peer or board member, a performance issue they cannot seem to resolve, or the ongoing challenge of leading through change that keeps accelerating.
When the issue is conduct, not just performance
If a leader has been named in a complaint of disrespect, bullying, or poor leadership, our dedicated Diamond in the Rough programme offers a structured, confidential path to genuine behaviour change.
Learn about Diamond in the Rough Coaching
Our Leadership Circles programme is consistently rated as the highest-value leadership investment our clients make. In a confidential peer-learning format, leaders work through real challenges together, with expert facilitation and a shared commitment to candor.
What's included
What we do
- One-on-one executive and leadership coaching (typically six to twelve sessions)
- Leadership Circles cohort programmes (facilitated peer-learning groups)
- New manager and frontline supervisor training and development
- Coaching for leaders navigating conflict, team dysfunction, or restructuring
- Conflict coaching and coaching skills training for leaders who coach their own teams
- Team coaching and group facilitation for leadership teams
How it works
Our process
1
Discovery and goal-setting
An initial session establishes the coaching focus, success indicators, and any relevant context: team dynamics, organizational pressures, or prior feedback.
2
Coaching engagement
Sessions are typically 60 to 90 minutes, held bi-weekly or monthly depending on the engagement. Between sessions, clients work on applied challenges informed by the coaching.
3
Mid-point check-in
At the midpoint of the engagement, coach and client review progress against goals and adjust the focus if needed.
4
Closure and integration
The final session consolidates learning, names the changes the client has made, and establishes how the client will sustain development independently.
Why it matters
The benefits
Context-specific expertise
Your coach has navigated situations similar to yours. They will not be surprised by workplace conflict, difficult boards, or HR complexity.
Practical, not philosophical
Sessions produce tangible strategies and next steps, not just reflection. Clients consistently describe TNZ coaching as unusually direct and applicable.
Confidential and independent
Coaching is entirely confidential. The organization knows the coaching is occurring; they do not know what is discussed.
Peer learning through Leadership Circles
Facilitated cohort learning accelerates development in ways individual coaching cannot, through shared experience, mutual accountability, and access to how peers navigate similar challenges.
In practice
Anonymous case studies
All identifying details have been changed or removed. These examples illustrate the kinds of situations we work with and the outcomes our interventions achieve.
Crown Corporation
Situation
A newly appointed director at a Crown corporation inherited a team with deeply entrenched conflict between two senior employees who had been filing informal complaints against each other for over two years. Previous management had avoided the issue. The director felt unprepared and was at risk of losing credibility with both the team and HR.
Intervention
TNZ provided eight coaching sessions over four months focused on: understanding the conflict dynamics (using TNZ's conflict assessment framework), developing the director's own communication confidence, and preparing the director for the difficult conversations required with each employee. A parallel mediation process was also recommended and accepted.
Outcome
The director successfully conducted structured conversations with both employees, documented expectations, and established a monitoring framework. One employee voluntarily transferred to another team. The director completed the coaching engagement with significantly increased confidence, as measured against the goals set in session one. HR described the outcome as a turnaround.
Healthcare Leadership Circle
Situation
A regional health authority wanted to develop its middle management layer, twelve managers across clinical and administrative functions, without the cost and scheduling challenges of individual coaching for all twelve.
Intervention
TNZ facilitated a six-session Leadership Circle over nine months. Sessions addressed real challenges brought by participants, augmented by TNZ frameworks on conflict, communication, and performance management. Between sessions, participants completed structured practice tasks and peer check-ins.
Outcome
Exit surveys rated the programme 4.9/5. Ten of twelve participants reported applying specific skills from the programme within the first month. The health authority renewed the programme for a second cohort the following year. Two participants subsequently enrolled in individual coaching.
Common questions
Frequently asked questions
How many coaching sessions do I need?
Most clients benefit from six to twelve sessions over three to six months. Shorter engagements work well for specific, bounded challenges. Longer engagements suit significant leadership transitions or complex organizational situations.
Can coaching be provided remotely?
Yes, the majority of our coaching takes place over video. Many clients prefer this for the flexibility and privacy it provides.
Does the organization receive reports on the coaching?
No. Coaching content is entirely confidential between coach and client. We can confirm to the organization that sessions are occurring and that the client is engaged, nothing more.
What is a Leadership Circle?
A Leadership Circle is a facilitated peer-learning group, typically six to twelve leaders, meeting in regular sessions over six to nine months. Participants bring real challenges; the group works on them together with expert facilitation. It is more affordable per person than individual coaching and produces a lasting peer network.
Ready to talk?
We offer a complimentary initial consultation to understand your situation and recommend the right approach. No obligation.
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