Context

Why this programme

A promotion, a first management role, a sector change, a return from an international posting — the technical side of the job is rarely the hard part. The hard part is the conversation: framing a decision for a board, giving direct feedback, holding authority in a room that used to be peers. This programme works on that, one to one.

It draws on the Training Coach certification earned in-house at American Express, on nine years spent recruiting and coaching C-level executives at Robert Half International, and on running international commercial teams as a Country Manager. Anthony Belghiti has run this practice as a career-development mentor since 2021.

Programme sheet

Coaching objectives

Across an engagement, a client works towards being able to:

Clarify a career decision — a promotion, a move into management, a sector change — with a structured, judgement-free process
Build the communication register a leadership role requires: framing a message, holding a room, saying a hard thing plainly
Prepare and rehearse high-stakes conversations: a difficult negotiation, a management transition, a client or board presentation
Turn individual feedback into a concrete development plan with milestones the client owns
Apply soft-skills fundamentals — listening, framing, handling pushback — to the client’s actual meetings, not generic case studies

Who it is for

Managers and executives in transition, sales leaders moving into people management, professionals early in a leadership role, and individuals engaging Anthony Belghiti directly for career mentoring.

Prerequisites

Holding, or moving into, a management or client-facing leadership role. No academic prerequisite.

Duration and format

One-to-one, in sessions of 60 to 90 minutes. A typical engagement runs 6 to 10 sessions over 3 to 6 months; a single preparation session is also available for a specific high-stakes event.

Coaching approach

Structured conversation, not a lecture: an opening session sets the client’s own objectives, each following session works a real, current situation, and rehearsal is used for anything that will happen in a room within days.

Progress & close

Progress is reviewed against the objectives set at the opening session, and a closing session consolidates a development plan the client keeps and owns.

Confidentiality

One-to-one sessions are confidential. Where an employer sponsors the engagement, only the objectives and, where agreed, a progress summary are shared — never session content.

Fees provided on request, depending on the length of the engagement. Sponsored by an employer or engaged directly — both are common.

Start with a conversation

Whether the engagement is sponsored by your employer or entered into directly, it starts with a short call to set the objective and confirm fit.

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