to us

New York
250 Park Avenue,
14th Floor New York City, NY 10177

22 Thorndal Circle,
3rd Floor Darien, CT 06820

23 rue du Mail
75002 Paris – France


to quickly elevate a leader's capacity to make a meaningful shift, impacting both their business and their people in profound ways

Traditional coaching doesn’t always have a lasting impact as it focuses on broad general strengths and opportunity areas for leaders. This is useful in the early stages of one’s career but less so as talent rises to Director level and above. By then, there are typically one or two habits-–perhaps even unconscious competing commitments—that get in the way of making substantive changes in behavior. Hence, the need to break the cycle; this can only be done through a targeted coaching intervention aimed at recognizing triggers, identifying the new ”routine,” and linking it to a real situation where the outcome is meaningful for all stakeholders impacted by the shift.

1-on-1 coaching

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our approach to executive coaching includes the following:


Coaching need identified and call with Perpetual initiated. Discussion around the brief and requirements with coachee and additional stakeholders. Perpetual coach's bios shared with client to arrange chemistry calls and final selection of the desired coach.​


Coach selection made. Hogan assessment and 360 administered. Qualitative 360 feedback interviews with select coworkers. Report and debrief of assessment and interview themes to be shared with coachee outlining strengths, areas for development, and recommendations.​


Entry/contracting session arranged. Stakeholder call to clarify desired outcomes, roles and responsibilities and 360 details​


Coaching sessions commenced and 3-month midpoint review confirmed. This serves as progress check-in against agreed goals​


Coaching sessions continued and final session confirmed. Debrief and review session to include closing review with line manager​


Program close. Extension of program if required. Self coaching and ongoing self development​

team coaching

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Although we have a proven senior team development methodology which targets a number of team performance factors, our approach starts with observation and understanding and not a prescription.​

The first step in our approach is to spend time with the team leader; this allows us to understand fully their needs. We then talk to all team members and other key stakeholders to build a clear picture of the current situation and the team’s specific needs.​

Building on this understanding, we may commission relevant team effectiveness reports or psychometrics to further explore and understand the team dynamics and specific context in which the team operates. Some of these tools also provide an excellent framework on which to tangibly measure some of the softer elements of the team’s progress and performance.​

Once we have a clear understanding of what is needed, we propose an appropriate senior team development program, which has the right focus to achieve the identified performance objectives. Once agreed with the team leader we then implement the team development program which can be supported by parallel individual 1:1 Coaching for the team leader and/or individual team members.​

From our experience, the needs of the team usually fall into one or more of the following key development areas, of which Leadership Team Coaching would be appropriate in addressing:​

target areas

From our experience, the needs of the team usually fall into one or more of the following key development areas, of which Leadership Team Coaching would be appropriate in addressing:


identify and achieve goals

Results-oriented - the coach helps the team to identify clear goals and then facilitates the team to achieve them

increase capability

Builds on the experience, strengths and talents already present within the team

increase teamwork

Generates shared commitment to and accountability for the goals of the team, not just an individual’s own goals

enhance communication

Sharpens communication and interpersonal skills enabling individuals to adapt and connect better with each other

harness diversity

Values and builds on the diversity in the team, rather than seeking uniformity

excel and

Promotes an appreciative and challenging climate in which everyone can excel and grow

focus on actions

Ensures that actions are focused and hence more effective and efficient in achieving team success


All individuals are heard. Teams learn to listen and value all ideas and inputs equally, through increased trust and openness

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