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Sailing Teambuilding
Leadership programme

Leadership sailing for next-gen directors

A 6-12 month leadership development programme with ICF-certified coaches. Three sailing offsites a year plus monthly one-on-one sessions. A format for cohorts of 12-20 high-potentials — the C-level of 2-3 years from now.

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Format

Leadership sailing: the format

The leadership programme is a format we keep separate from an ordinary offsite. It is a 6-12 month development programme where the sailing offsites are only one part. The core work is one-on-one coaching with ICF-certified coaches, monthly group sessions, peer-feedback rounds, and a 360-feedback assessment at the start and at the end.

The programme is designed for high-potentials — the C-level of 2-3 years from now. Companies typically select 12-20 people from their top-100 directors, split them into 2-3 cohorts of 6-8, and run the programme over a year. It is a serious investment — €15-25K per participant for the year — but the ROI is measured through participant retention and promotion rates.

There are three sailing offsites a year: a kick-off (3 days, diagnostics), a mid-point (4 days, intensive) and a graduation (3 days, integration). Each offsite is dense coaching sessions, peer feedback, role-play exercises and individual development plans. Between offsites there are monthly one-on-ones (60 minutes) and group webinar sessions (90 minutes).

Outcome metrics are measured formally. A 360-feedback assessment at the start and again after 12 months — a standard assessment across 8 leadership competencies (decision-making, communication, conflict resolution, strategic thinking and more). On top of that, the eNPS of participants' teams before the programme and after 12 months. The average lift across competencies is +1.4 points (out of 5), and team eNPS rises by +18 points.

Audience

Leadership development: who it fits

The programme is for high-potentials at senior director / VP level — candidates who could become C-level in 2-3 years. Not for line management, and not for established executives.

Chief HR Officer

Developing the top 30 directors as succession planning for the C-level.

CEO

A personal investment in the next-gen team for long-term resilience.

Founder

After Series C — developing the senior team to scale without personal involvement.

Board

A programme for the CEO and CFO as board-level succession planning.

Private Equity

A programme for portfolio companies after a buy-out to build out CEO teams.

What's included

Leadership development programme: what's included

  • A 12-month programme with ICF-certified coaches
  • 3 sailing offsites (kick-off, mid-point, graduation)
  • Monthly one-on-one coaching sessions (60 min)
  • Monthly group webinar sessions (90 min)
  • A 360-feedback assessment at the start and the end
  • An individual development plan for each participant
  • Peer-feedback rounds at every offsite
  • An outcomes report for the HR director
Process

Executive coaching on water: how we work

  1. 11-2 weeks

    Discovery

    A call with the CHRO. We agree the participant profile, the goals and how outcomes are measured.

  2. 24-6 weeks

    Assessment

    A 360-feedback assessment for each participant. Individual interviews with the coaches.

  3. 312 months

    Programme

    12 months. 3 offsites plus monthly one-on-ones and webinars. A quarterly check-in with HR.

  4. 43 days

    Graduation

    A final offsite, a repeat 360-feedback, a report for the HR director, and certification.

By the numbers

Leadership programme in numbers

What the data from 12 completed programmes shows.

12
programmes delivered
+1.4
360-feedback growth (of 5)
+18
eNPS of participants' teams
78%
promoted within 24 months
Aerial view of a luxury yacht on a turquoise Mediterranean morning.
Case study · 2025

Eighty partners, one regatta, Côte d’Azur.

A top-tier European law firm marked its centenary on the water: eight chartered yachts, three days of friendly racing, NDA-compliant logistics, and a closing dinner ashore. We delivered under a single contract and a single point of contact for the managing partner’s executive assistant.

“Three days at sea changed how the leadership team works together. We’ll be back next year.”
— Managing partner, Paris
+28NPS lift80%repeat booking
FAQ

What buyers ask us most.

Eight questions we receive every week from HR directors and CEOs. Not finding yours? Drop us a line — we reply within 24 hours.

How does this differ from regular coaching?
Regular coaching is one-on-one sessions. Our format is mixed: one-on-one coaching plus group work plus sailing offsites plus peer feedback. The sailing context is not for fun — leadership under uncertainty (and a yacht is constant uncertainty) shows itself more clearly than in the office.
How much does it cost?
€15-25K per participant for 12 months. The price depends on the number of offsites, the coaching team and the assessment format. It is comparable to programmes at LBS, INSEAD or IMD — only the format is proactive and works with a team rather than individuals.
Who are the coaches?
ICF Master Certified Coaches (MCC) or Professional Certified Coaches (PCC) — the highest certification level. All hold an MBA or PhD. At least 10 years of experience with C-level. Specialists in succession planning, executive presence and decision-making under pressure.
How do we select participants?
The standard pipeline — top performers from the last annual review, recommendations from line managers, a willingness to learn. We do not take people whom HR sends against their will — that does not work in a coaching format.
How many people per cohort?
6-8 is optimal, 10 is the maximum. Below 6 the group dynamic is lost; above 10 the individual work becomes shallow. If a company wants a programme for 20+, we run 2-3 parallel cohorts.
What about confidentiality?
A standard coaching agreement — what is discussed between coach and participant stays private. The HR report carries only aggregated metrics (the group's 360-feedback growth, NPS), with no individual detail. That is critical to trust in the programme.
What is the ROI?
We track three metrics: the promotion rate of participants within 24 months (our average is 78%), participant retention at 24 months (94% against 76% for a control group), and the eNPS of teams led by participants (+18 points). HR directors find this a convincing ROI.
How do we book?
The leadership programme has a long sales cycle (3-6 months of discovery), because it is a serious investment. Press 'Get a brief', describe the team's profile and goals. We come back with a CHRO call and a 3-month pilot.
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