Leadership that moves organisations forward
We work with executives and senior teams across Scotland and the UK to sharpen decision-making, build trust inside organisations, and turn strategy into daily action.
Get in touch
We work with executives and senior teams across Scotland and the UK to sharpen decision-making, build trust inside organisations, and turn strategy into daily action.
Get in touchA small, focused consulting practice with deep roots in organisational behaviour.
Elevate Leadership Advisors was founded in 2017 by two organisational psychologists who spent a combined 30 years inside FTSE 250 companies before stepping out to consult. We saw too many leadership programmes that produced binders of notes and zero behavioural change. So we built a practice around one principle: measure what actually shifts after we leave the room.
Our clients range from 40-person tech firms in Edinburgh to NHS trusts and third-sector organisations. We are not a large consultancy that parachutes in a junior team after the pitch. The people you meet in the first conversation are the same people running the engagement.
Every project starts with listening. We interview stakeholders, review existing data (engagement surveys, 360 reports, exit interviews), and present a clear picture before we recommend anything. Sometimes the answer is simpler than expected. Sometimes it requires a restructured leadership pipeline. Either way, you get honesty, not a pre-packaged framework.
Six service areas, each tailored to your context rather than sold off the shelf.
One-to-one coaching engagements that run for six to twelve months. We pair each leader with a coach whose industry background matches theirs. Sessions happen fortnightly, with mid-point and final reviews shared with the sponsoring organisation (with the coachee's consent). The focus is on real decisions the leader faces right now, not abstract competencies.
We diagnose how a leadership team actually works together: who defers to whom, where information gets stuck, which conflicts stay unresolved. Then we design workshops (usually two full days plus follow-ups) that address the specific patterns we found. Results are tracked through a short pulse survey at 30, 60, and 90 days.
Many organisations promote their best individual contributors into management roles without preparing them. We help you build a structured pipeline: identify high-potential talent early, create development milestones tied to business outcomes, and set up internal mentoring pairs. The typical design phase takes eight weeks.
Before fixing anything, you need accurate data. We run confidential interviews, analyse your existing survey data, and benchmark your leadership practices against relevant comparators. The output is a 15-page diagnostic report with prioritised recommendations. No jargon, no filler.
We facilitate annual board reviews for non-profits, housing associations, and private companies. The process includes individual interviews with each board member, observation of a live board meeting, and a facilitated session where findings are discussed openly. Typical turnaround is four to six weeks from kickoff to final report.
Mergers, restructures, and strategy pivots fail when leaders cannot bring people along. We embed alongside your senior team during periods of significant change, providing weekly coaching, communication planning, and stakeholder mapping. Engagements typically last three to six months.
Four phases, each with a clear deliverable you can hold us to.
We conduct stakeholder interviews and review existing data. This phase usually takes two weeks and costs nothing beyond your team's time.
We present a written diagnostic with specific findings and prioritised options. You decide which to pursue. No obligation to continue.
We run the agreed programme: coaching, workshops, pipeline design, or a combination. Progress checkpoints happen monthly.
At 90 days post-engagement we run a follow-up assessment. You see what changed and what still needs attention. This keeps us accountable.
Real feedback from organisations we have worked with.
"They interviewed every member of our senior team before recommending anything. That level of rigour set the tone for the entire engagement. Six months later, our leadership team meetings are genuinely productive for the first time in years."
"We brought them in during a difficult merger. Their coach worked with our three most senior leaders individually while also facilitating joint sessions. The integration went more smoothly than anyone expected, and staff survey scores actually went up during the transition."
Answers to the things people most often ask before engaging us.
Executive coaching engagements start at around £4,500 for a six-month programme. Team development projects range from £6,000 to £18,000 depending on scope. We always provide a fixed-fee quote after the diagnostic phase so there are no surprises.
Yes. About a third of our clients are based elsewhere in the UK. We travel to your site for workshops and key meetings, and coaching sessions can happen via video when that is more practical.
Our core team holds chartered psychologist status with the British Psychological Society. All coaches are accredited by the Association for Coaching at Senior Practitioner level or above. We also carry professional indemnity insurance.
We agree success metrics with you at the start: these might include 360-feedback scores, engagement survey shifts, retention rates for key talent, or specific behavioural changes observed by peers. At 90 days post-engagement we run a structured review against those metrics.
Absolutely. We prefer it. Our goal is to build internal capability, not create dependency. We often train internal HR professionals to continue coaching or facilitation work after we step back.
Tell us what you are working on. We will respond within one business day.
9 Jordyn Croft, New Konopelskiley, Scotland, AA7 7BG, United Kingdom
