EMERGING LEADER COACHING
From high performer to confident people leader. Six months of confidential, one-to-one coaching to build the self-awareness, capability and confidence to lead well.
Emerging Leaders Coaching
Leadership Coach.
A six-month, confidential, one-to-one coaching partnership for high performing and high-potential professionals preparing to lead people, teams and greater responsibility.
You may already be performing at a high level. But leading people requires more than technical capability, it calls for self-awareness, confidence, strong communication, sound judgment, and the ability to bring out the best in others.
Emerging Leader Coaching is a six month, one-to-one coaching partnernship designed to support high performing and high potential professionals as they prepare for, or step up into, a people leadership role.
This coaching is for professionals who are ready for what comes next:
- High performing professionals preparing for their first people-leadership role
- Newly appointed team leaders building confidence and capability
- High potential talent ready to expand their influence and impact
- Subject matter experts transitioning from doing the work to leading people
- Emerging leaders who want greater clarity, presence and confidence in decision making
World class one to one coaching for Emerging leaders.
You’ve been identified as a high-potential leader. That doesn’t happen by accident. It’s the result of your effort, curiosity, and the way you show up every day. But potential only becomes real leadership when you decide to grow deliberately when you choose to step forward and build the confidence, capability, and self-awareness that others can trust. This is where our six month one-to-one leadership coaching comes in.
Format
Six months | 1:1 | Evidence based | Structured
Max 10 professionals per intake
Investment:
Without company sponsorship the investment is $12,600 + GST NZD
With company sponsorship the investment is only $6,300 + GST NZD with Nick Roud Emerging Leadership Scholarship
How the Emerging Leadership Scholarship works
- Nick Roud Coaching contributes 50% of the programme investment
- The participant’s organisation contributes the remaining 50%
- Places are limited to a maximum of 10 emerging leaders per intake
- Applicants apply directly; sponsoring organisations confirm their support
- The programme is tailored to the leader’s context, development goals and organisational priorities
What’s Included
- Six months of confidential one-to-one coaching with Nick Roud
- Roud Leadership Assessment and structured leadership feedback
- 360 degree feedback from stakeholders
- Individual Leadership Development Plan
- Practical application between sessions
- Progress review using LeaderPulse Tool
2027 Intake
|
ELC 9 1st February – 28th July (close to full) |
ELC 10 5th April – 28th September (spaces filling fast) |
ELC 11 7th June – 15th December |
ELC 12 6th September – 25th February 2028 |
About Emerging Leadership Coaching (ELC)
This is not about teaching you to ‘act’ like a leader nor a week long program. Emerging Leadership Coaching (ELC) is deep professional leadership development. Each intake has a maximum of 10 professionals. We coach one-to-one so you will be able to bring your full self to each and every coaching session. At its core ELC is about you developing your leadership advantage over six months.
Our confidential leadership development coaching focuses on clarity, courage, and consistency.
We’ll identify from our accredited leadership assessments, what’s working, what’s holding you back, what are your leadership strengths and blind-spots and what needs to shift so you can lead with focus and intent.
What we’ll explore
- Building self-awareness and understanding your natural leadership strengths.
- Developing the positive mindset to lead through uncertainty and change.
- Communicating with confidence and influence.
- Prioritizing what matters most to you, your team, and your organsiation.
- Create sustainable leadership habits that last.
Each confidential coaching session is one-on-one, and focused on you.
Who is this for
- Managers preparing for their first people leadership role.
- High-potential professionals ready to expand their impact.
- Leaders who want to build confidence in their decision-making and presence.
- Managers who are struggling to move from subject matter expert to people leadership
Leadership isn’t a title – it’s a practice. The next phase of your career isn’t about doing more of what got you here. It’s about leading people.
This one-to-one emerging leaders coaching is for organisations who want to build a strong, healthy bench. If you are ready to lead, let’s start the conversation.
STRUCTURED APPROACH | RESULTS FOCUSED
- Emerging Leader Coaching
- Leadership Assessment
- 360 Degree Assessment
- Core Purpose Statement
- Individual Leadership Development Plan
- LeaderPulse
Work 1:1 over 6 months with Nick Roud to reach personal goals and address professional challenges.
Identify your leadership strengths and development areas.
Please note; all individual sessions with Nick Roud are completely confidential.
Evidence is critical:
The first emerging leader assessment is the Roud Leadership Assessment (RLA).
Each Roud Leadership type embodies a wide range of leader thought and belief patterns, values, attitudes and behavioral tendencies. One reason we are all different, however, is that our proportion and balance (i.e degree of ‘maturity’ or ‘immaturity’ is different and constantly moving. Pressure does differnt things to different leaders.
Understanding your most developed type and where your least developed type is enables us to lay a foundation to our coaching engagement.
Get a clear view on your leadership strengths and development areas from the key stakeholders, including Board Chair, Board members, Executive leaders, indirect reports and customers.
Create an empowering Core Purpose Statement that represents the deepest and best within you.
Legacy, how will you be remembered by family, freinds, collegues. Your Core Purpose anchors you during challanging times.
Connecting the dots.
The individual leadership development plan brings together where you have been, where you are at and where you are heading.
An actionable plan which will be measured by your key stakeholders.
LeaderPulse is our proprietary evidence based ROI tool. It is a measurment of your leadership improvements over the engagement. Measured not by you, nor me but by your stakeholders.
For Emerging Leaders In
NEW ZEALAND
AUSTRALIA
These quesitons matter – because a scholarship without intent is simply another leadership program.
With intent, it becomes a cornerstone of your leadership legacy and attractiveness.
The Nick Roud Emerging Leadership Scholarship suits organisations that:
- Recognise leadership potential in thier people and want to nurture it early.
- Aim to build strong internal pipelines rather than hiring leaders externally.
- Believe in authentic, value-based leadership growth.
- Are ready to invest in long-term capability, not one-off training.
Whether you’re an enterprise, a government agency, or a growing private business, the partnership framework is tailored to your context.
A global survey from Deloittes in 2025 shared 76% of newly appointed managers get little to zero formal training or professional development.
Why appoint a manager and let them fail?
Articles and Blogs specifically for Emerging Leaders.
How Great Leaders Adapt to Change and Still Show Up.
Great leaders understand that change is constant. Markets shift. Teams change. Pressure rises. Expectations evolve. The old way stops working. In that moment, average leaders panic, delay, or try to force an outdated approach. Strong leaders adapt. They reset quickly, make sense of what is happening, and bring their people with them.
Why one-to-one leadership development matters.
Not all coaching is equal. Strong professional coaching should be structured, outcome-focused, and aligned to the business need. It should begin with a clear brief, define what success looks like, and include regular review points. In my experience one and done isn’t the right approach.
Are You Using Your Blind Spots to Advance Your Career?
Most professionals spend their entire careers trying to eliminate weaknesses. We take courses to improve them, seek feedback to correct them, and quietly hope no one notices them in high stakes moments. The underlying assumptions is simple: blind spots are liabilities.
The Difference Between Leadership and Management.
An organisation that flourishes treats leadership and management as a dynamic loop, not a hierarchy. Here’s what the evidence suggests works best.
If You’re Too Busy For a Leadership Coach, You Probably Need One.
The Myth of the “Busy Leader”. If there’s one theme I hear more than any other when coaching CEOs, senior executives and predictable emerging leaders, it’s this. “I am busy,