The business problem

Training builds capability. Leadership determines whether it sticks.

Organisations invest heavily in developing knowledge and skills. Yet the real test begins after the training finishes, when people return to targets, customers, competing priorities and old habits. The question isn't simply whether people learned something. It's whether anything changes afterwards.

LEARNING

People know what to do

Training provides knowledge, models and techniques. But knowing what to do doesn't guarantee that people will do it when the pressure is back on.

LEADERSHIP

Managers revert to telling

Under pressure, even experienced managers can default to giving answers, correcting mistakes and solving problems themselves.

PERFORMANCE

Old habits return

Without reflection, practice and accountability, new learning competes with established behaviour and the organisation struggles to realise the full value of its investment.

PATH to Performance™ was created to close that gap.

A practical framework for conversations that change performance

PATH to Performance™ was developed specifically for the everyday leadership conversations that take place in financial services: after customer observations, during one-to-ones, following performance reviews and whenever a leader needs to develop judgement, confidence and accountability without simply providing the answer.

P

PURPOSE

What are we really trying to achieve?

A

AWARENESS

What is happening now?

T

THINKING

What else becomes possible when we think differently?

H

HARNESS

How will insight become action?

PATH gives leaders enough structure to have purposeful conversations without turning coaching into a script.

Our online program available to indivduals or group cohorts

PATH TO PERFORMANCE - The Coaching Leader

Real World examples of implementing a coaching leadership style, creating conversations that transform performance conversations and one to ones in to accountability

The Coaching Leader™ is a practical coaching leadership programme designed for managers and leaders working in financial services. Across eight modules, leaders build the skills to contract effectively, listen at depth, ask powerful questions, challenge thinking and hold complete coaching conversations using PATH to Performance™.

But the programme doesn't stop when the video finishes. Every module asks learners to take what they have learned back into their real working environment, use it and reflect on what changed.

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CPD accreditation currently pending with The CPD Certification Service.
8 Modules
Structured development journey
25 Hours
Structured CPD
Workplace Practice
Learning applied immediately
Evidence of Development
Progress learners can demonstrate

Learning isn't complete until behaviour changes

Most online learning measures completion. We wanted to measure something more meaningful. The Coaching Leader™ follows the WRAP™ Learning Journey, designed to move learning key skills beyond standard knowledge and into tangible workplace behaviour.

W | WATCH

Learn one practical coaching concept through video teaching, stories and demonstration.

R | REFLECT

Connect the learning to your own leadership behaviour and real workplace situations.

A | APPLY

Use the skill in conversations that are already happening in your working week.

P | PROVE

Capture what happened, what changed and what you will continue to develop.

Learning isn't measured by what you remember at the end of the course. It's measured by what you do differently long after it finishes.

Built by someone who understands the world your leaders work in.

I have spent more than 35 years working across banking, insurance, leadership development, coach training and executive coaching. But it was learning to coach that fundamentally changed the way I led.

I discovered that people don't always need another answer from their manager. Sometimes they need someone who believes in them, asks the right question and gives them enough space to find the answer for themselves.

That belief sits behind everything I teach today. I understand the commercial world your leaders work in, but I also understand the people inside it. And when you change the quality of the conversations leaders have with their people, you can change far more than performance.

Executive leader and coach
Financial Services Experience
35+
Years working across banking, insurance, leadership development and coaching

“People rarely fail because they lack ability. They struggle because nobody has helped them think differently about what they're capable of.”

Insurance Banking Mortgages Leadership Development

Understands Your World

I understand the commercial pressures, regulation, customer outcomes and day-to-day reality of leading people in financial services. I have worked in that world myself, so we don't need to spend half our time translating theory into reality.

Coaching That Changes How People Lead

This isn't about giving managers more leadership theory. It's about helping them listen differently, ask better questions and have conversations that build confidence, judgement, ownership and accountability.

Learning That Sticks

I don't believe development should finish when the course finishes. PATH to Performance™ and the WRAP™ learning cycle are designed to move learning out of the training room and into the everyday conversations leaders have with their people.

What problem are you trying to solve?

Whether you're trying to embed sales training, build stronger managers, improve coaching capability or create more consistent performance, I always start in the same place: understanding what is happening now, what you've already tried and what needs to be different.

Let’s Talk
Our training programmes

Discover Path To Performance Programmes

Available from 1st September

View Coaching Leader
New
Course cover

Transformational Coaching Skills Programme

  • Course
  • 24 Lessons
Mastering Inclusive Listening and Conversational Frameworks for Growth
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Why PATH exists

Created from more than 35 years of learning what actually changes the way people lead.

Kaidi Bowen - Executive Coach and Leadership Trainer
PEOPLE FIRST People are at the heart of everything.
BETTER CONVERSATIONS Change the conversation. Change what becomes possible.
Talk to me about your leaders

Why I created PATH to Performance™

I wasn't always the leader I am today.

Years ago, when I was managing a hotel, I thought being a good manager meant being the person who worked the hardest. I ran around like a headless chicken trying to be all things to all people.

I genuinely thought leaders were different people. They were the highly educated ones with the degrees, who seemed to know all the answers. I was a manager. They were leaders.

It took me years and eventually learning to coach to understand how wrong I was.

Coaching changed the way I led because I stopped believing my job was to have all the answers. I started listening differently. Asking better questions. Giving people room to think. And perhaps most importantly, believing in people before they necessarily believed in themselves.

That's the thinking behind PATH to Performance™.

I created it because managers don't need another leadership model to remember. They need a practical way to have better conversations with their people, conversations that build confidence, develop judgement, create ownership and ultimately improve performance.

Because I've learned something over those 35+ years:

“The quality of a leader affects the quality of people's lives.”

And sometimes changing the way someone leads starts with changing just one conversation.

From giving answers to developing thinking

A structured development journey designed specifically for financial services leaders.

Stage 01

Foundations

  • Contracting
  • Trust and psychological safety
  • Listening at depth
  • Powerful questioning
Stage 02

Conversations

  • Challenging thinking
  • Using silence and intuition
  • Navigating courageous conversations
  • PATH to Performance™
Stage 03

Leadership

  • Moving between coaching, mentoring and managing
  • Building accountability
  • Developing independent thinkers
  • Making coaching part of everyday leadership

By the end of the programme, the aim isn't for leaders to remember a coaching model. It's for coaching to have become part of the way they lead.


"Kaidi has been an amazing business coach over the last two years. Having a wealth of experience not just within coaching but very much in business, she fully understands the difficulties any business faces. She holds me accountable and has undoubtedly helped accelerate the growth of my business."

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Simon Knight
Managing Director Radnor Water

"Kaidi led three workshops and incorporated our business aims and values with her knowledge in the corporate world. We loved that Kaidi recognised that one size does not fit all. The team are still using their tools months later. I have since recommended Kaidi to a colleague and would not hesitate to use her again."


Liv Snelgrove Brown
Alto Software Group
I started coaching with Kaidi two years ago and cannot recommend her highly enough. During our coaching I stepped up to a new role as Director of People and Kaidi's support has been invaluable. Her style brings clarity, balance and challenge, and she supports me with practical tools that support me in just the right measure."
Neil Lewis
Public Health Wales

Frequently Asked Questions

Key information for L&D, HR, and Organisational Development leaders.

Yes. The programme is specifically designed around the regulatory realities and compliance environments of financial services, ensuring coaching enhances accountability and risk management rather than replacing structured standards.

Yes, we offer cohort-based enrolment tailored to organisation wide leadership rollouts with structured progress tracking.

Absolutely. PATH to Performance™ acts as an implementation layer that embeds existing technical, sales, or regulatory learning into everyday management conversations.

Through the WRAP™ learning methodology (Watch, Reflect, Apply, Prove), leaders document real workplace coaching conversations and measurable changes in team performance.

The programme spans 8 structured modules providing 25 hours of structured CPD, designed to fit around busy operational responsibilities.

Yes, options exist to align case studies, practice scenarios, and reflection frameworks with your organisation's internal goals and values.

CPD accreditation is currently with The CPD Certification Service to process.

Yes, we encourage an initial strategic conversation to explore your specific performance challenges and organisational needs.