Therapy intensives for organisations
Confidential, clinically-led multi-day intensives for a senior leader in serious difficulty, funded by their employer.
This is provision for a specific situation. A named senior individual is in difficulty, that difficulty is affecting their capacity to hold the role, and the organisation has a decision to make in weeks rather than quarters.
Between an employee assistance referral and a leave of absence there is very little available. Organisational intensives sit in that gap. The work is clinical rather than developmental, it is delivered across consecutive days rather than weekly, and the confidentiality structure is agreed before anything begins.
What the Centre provides
A multi-day, one-to-one clinical engagement with the individual, delivered online or in person. Assessment and history are taken in advance of the first day. Integration is structured afterwards, because concentrated work does not hold on its own.
The organisation's involvement is defined and bounded. It funds the engagement, it agrees the confidentiality structure at the outset, and it receives the confirmations set out below.
When this applies
- A critical incident or a bereavement that the individual has continued working through.
- A hostile restructure, an investigation, or a public scandal in which the individual is the subject.
- A senior return to work after extended absence, where the role, the organisation and the person have all changed.
- A leader whose personal circumstances have destabilised their judgement, visibly enough that it now affects their decisions.
Confidentiality
This is the first question most sponsors ask, and it should be.
The organisation receives confirmation that the work has begun, that it is running to schedule, and that it has been completed. At the end, there is a short note on what would best support the individual's return, written with them and approved by them before it is sent.
What it does not do is answer questions about someone's role or their future. Those stay with the organisation, which keeps the two decisions separate and the clinical work clinical.
The full position is set out on employer-funded therapy and confidentiality.
How this differs from coaching and EAP
Executive coaching works on performance and capability, and it works. A coach is not licensed to treat trauma and is not trained to assess clinical risk. An employee assistance programme provides short-term counselling at scale, typically a fixed number of sessions with whichever practitioner is available. Both do what they were built to do.
Neither is built to treat the deeper clinical issues that can be at play when a senior leader is in serious difficulty. A fuller comparison, including residential treatment and extended medical leave, is set out in comparing the options for a senior leader.
Who delivers the work
Lucy Orton, personally, in every case. Registered counsellor, ACA #27921. MSc. PGDip. Level 3 IFS-trained. Brainspotting practitioner. Certified Sex Therapist. RLT-trained. Over 18 years of clinical experience. Currently a PhD candidate in clinical sexology.
A limited number of organisational engagements are taken each year. Before training as a therapist, Lucy worked in advertising strategy and was a WPP Fellow, so she brings a corporate and commercial background to this work.
Pricing
There is no rate card. Engagements are priced at proposal stage following a scoping conversation, because scope varies with format, duration and what the integration period needs to include.
Enquiries are welcome from People leaders, chief executives and founders. The best starting point is a call with Lucy Orton to talk through the situation.
Starting a conversation
Through the organisational enquiry route on this site.
Arrange a confidential call
For a senior individual, with a defined timeframe and an allocated budget. The next step is a conversation with Lucy Orton, to talk through the situation and whether an intensive is the right approach.
Start an organisational enquiry