EMIL is the coach that gets you to the next level. Practise the hard conversations before you have them, get a straight answer when you need one, and build the judgement that gets people promoted.
Launching January · Opening to the first 200 members
Or find out what's between you and the next level →_1762283389826-8CizsWGd.jpeg)
See where you stand across five leadership competencies
Use daily judgement calls and repeatable practice to get better
Build a record of the decisions and behaviours you are practising
Most feedback you get has been softened before it reaches you. EMIL scores what you actually do, not how you rate yourself, and shows you both side by side.
One specific, observable commitment a week. EMIL opens the next conversation by asking how it went. Missing one is data, not failure.
Executive Track turns your practice into proof with shareable progress reports, decision-pattern analytics, and anonymous 360 feedback.
Free · Four minutes · Immediate result
Most leaders assume promotion is about performance. It is not, or at least not only. The EMIL diagnostic maps where you genuinely stand across the seven dimensions that determine whether leaders advance: performance track record, visibility, influence, strategic thinking, relationship capital, executive communication, and self-awareness.
Twelve questions. Your result shows which dimensions are holding you back, which archetype you match, and three specific actions to close the gap. It is free and immediate. No account needed.
Take the free diagnosticThe method
Ascent is built on the GROW model and ICF coaching principles, with a full authored practice library and prewritten simulations. Executive Track adds personalised simulations built from the evidence EMIL gathers about you, so practice can become proof.
Join early and help shape the coaching experience before the public opening.
Illustrative sample · not a customer story
A real coaching exchange. No highlights reel.
I was promoted to manager over Sam, who was the strongest performer on the team. Since then, he has stopped volunteering for work, gives short answers in meetings, and missed a deadline last week. We used to be close, so I am worried that any conversation will sound like I am pulling rank.
Before we decide what to say, I want to locate the moment more precisely. What changed first: Sam’s behaviour after the promotion announcement, or your behaviour toward him once you became his manager? And when you say you are worried about pulling rank, what are you most afraid he might say if you raise this directly? That he deserved the role, that you are not ready for it, or that the friendship mattered more to you than the working relationship? “Disengaged” is your interpretation. The useful starting point is the observable change and the meaning each of you may be assigning to it.
Honestly, I have been over-explaining decisions to him and checking in more than I do with everyone else. I think I am trying to prove I am not threatened by him. I have not asked how he feels about the promotion because I thought that would make it awkward.
That is the part you may not have considered: trying to show Sam that you are not threatened may be making the relationship less equal, not more. He may be experiencing extra checking-in as surveillance, while you experience it as reassurance. There are two conversations here: one about the missed deadline, and one about the transition from peer to manager. Do not hide the second conversation inside a performance correction. Ask: “What has this change been like for you, and what have I done that has made it easier or harder?” If Sam says he believes he should have got the role, resist the urge to defend the decision. Your job is first to understand the impact and then to set the standard.
So I should not open with the missed deadline or say he seems disengaged?
Open with the relationship transition, then make the performance issue concrete. Try: “I want to talk about what changed when I became your manager. I have noticed you have been quieter in meetings and the product brief was late. I may also have contributed by checking in too much. How has this been landing for you?” Then listen without correcting the history. One concrete thing to try this week: schedule a private 30-minute conversation, ask that question verbatim, and write down the answer before you decide what action to take. Your goal is not to make Sam feel better or to prove you earned the promotion. It is to replace your assumptions with information and agree on what a strong working relationship looks like now.
This is an illustrative example of EMIL’s coaching approach, not a customer story or a promise of outcomes.
The practice loop
Five weeks of noticing, trying, and returning to the work. The point is not to perform a better version of yourself. It is to build a way of working you can rely on.
In week one, EMIL helps you slow down the story you are telling yourself. You capture the moment, separate observation from interpretation, and notice the pressure you are carrying into the conversation.
Write down one difficult moment from the week in plain language. Keep the facts, name the feeling, and leave the verdict for later.
Start with the moment, not the conclusion.
My idea was challenged in the review. I explained it twice and stopped listening.
They asked for a smaller first step.
They do not trust my judgement.
Notice the story you tell yourself before you fill the silence.
Ask one clean question. Breathe before you answer. Let the other person finish.
Illustrative product preview. These screens show the shape of the practice, not a customer story or a promise of outcomes.
Free gives you an honest read-back across five leadership competencies. Ascent is the substantial practice product for getting better. Executive Track adds the evidence layer so you can show yourself and other people what has changed.
Individual plans open in January. Teams is planned for March 2027. Join the individual waitlist or register Teams interest today. Nothing is for sale yet.
Prices shown in USD. Pricing is shown for launch planning only. Paid plans will include a 7-day free trial when EMIL opens.
Start with a clear read on where you stand.
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$32.5/mo equivalent · billed annually
Planned for March 2027 · register interest
Teams is planned for March 2027. Tell us what your organisation may need and we'll respond to your enquiry.
Answers to questions you might have about EMIL.
Join the waitlist for early access to EMIL and occasional practical notes before launch.
Opening to the first 200 members in January.