Leadership coaching should create momentum quickly. In the first 30 days, the goal is not a complete transformation, but clarity, confidence, and a practical plan a leader can actually use in the real world. DellonVille’s 1 to 1 coaching is positioned as personal sessions to help leaders grow confidence, improve influence, and align behaviour with performance goals, and that means early coaching should deliver tangible shifts, not just conversation.
The first month is where coaching sets the tone. If the work is too vague, leaders often disengage or treat coaching like a nice to have. If the work is too theoretical, it rarely transfers to meetings, decisions, and team dynamics where leadership is tested.
A clear starting point
Good coaching begins with context. DellonVille notes that its engagements start by understanding real challenges, people, and outcomes rather than offering off the shelf programmes, and that principle is essential in week one. In practice, the first sessions should clarify what success looks like, what is currently getting in the way, and what the leader wants to be known for.
This is also where coaching draws a boundary between symptoms and root causes. A leader may say the problem is confidence, but the real issue could be unclear expectations, weak decision processes, avoidance of conflict, or communication that is not landing well. When the real issue is named early, progress accelerates.
Measurable outcomes in week one
By the end of the first week, coaching should produce a short list of outcomes that matter to the leader and the organisation. DellonVille’s service positioning focuses on practical growth and real world impact, so goals should be observable and linked to performance. Vague goals like “be more confident” become clearer goals like “lead meetings with a defined structure” or “handle performance conversations without avoidance.”
Early coaching should also define constraints. This includes time, stakeholder expectations, organisational culture, and what the leader can realistically change in 30 days. Clarity reduces frustration and makes improvement feel achievable.
A diagnostic lens in the first month
Many coaching programmes move faster when they include behavioural insight. DellonVille’s Behavioural Strategy for Growth uses the Maxwell DISC Assessment to help individuals understand how they behave, communicate, and lead so they can grow faster. In the first 30 days, this kind of insight can help a leader spot strengths to leverage and stress patterns that undermine performance.
Behavioural insight also makes development feel less personal and more practical. Instead of “something is wrong with me,” the leader starts seeing patterns like “under pressure I become too direct” or “I avoid decisions when information is incomplete.” That shift reduces shame and increases action.
Early wins that matter
The first 30 days should include at least one visible win that improves daily leadership. DellonVille emphasises communication with confidence, structure, and intent, so many early wins will come from improving how the leader communicates in common moments. These wins build belief and create buy in for deeper work later.
Examples of strong early wins include the following.
-
A simple meeting structure that improves clarity and follow through.
-
A better way to set expectations and accountability with direct reports.
-
A repeatable approach to difficult conversations that reduces avoidance.
-
A clearer leadership message that aligns the team around priorities.
-
A communication adjustment that reduces friction with a key stakeholder.
Early wins should be chosen because they are high impact and repeatable. Repeatable wins compound into confidence.
What a coach should do in days 1 to 30
A coach should do more than listen. DellonVille describes its team as including certified coaches and behavioural analysts and describes coaching leaders to communicate with clarity, lead with authenticity, and foster trust and collaboration, which implies a balance of support, challenge, and practical tools. In the first month, coaching should create structure without turning into micromanagement.
Strong coaching in the first 30 days typically includes these elements.
-
Establish psychological safety while still providing honest challenge.
-
Translate problems into behaviours the leader can change.
-
Provide simple frameworks for communication, influence, and decision making.
-
Encourage practice between sessions and review what happened.
-
Keep the focus on practical impact in the leader’s real context.
This is how coaching becomes a performance tool rather than a reflective luxury.
Signals coaching is working
In the first month, progress often shows up as increased clarity and better decision making, not perfection. Leaders start preparing for key moments differently, communicating with more structure, and recovering more quickly after setbacks. Teams often notice these shifts before the leader fully feels them, because leadership behaviour becomes more consistent.
Coaching is also working when the leader feels more ownership of their development plan. Instead of relying on motivation, they rely on habits, routines, and practical tools. That aligns with DellonVille’s emphasis on practical growth over theory.
Call to action
If leadership coaching is being considered, the first 30 days should be treated as a momentum phase built around clarity, early wins, and a practical plan. DellonVille offers 1 to 1 coaching designed to build confidence and strengthen leadership capability with real world relevance. A simple first step is using DellonVille’s free assessment to clarify goals and identify the most suitable next support.
