Clients approach me to help them develop their skills as a leader – to prepare for a change in role or to help them develop a specific skill that they struggle with. In addition, clients use me as a coach to help them get greater clarity on how to address a strategic issue. Creating a safe space to talk through, and if necessary, challenge their thinking so they have the confidence to proceed is an important part of the coaching. In a busy, stressful environment, the impact can be much more significant to have the “space” to think things through and execute a well thought out plan.
Areas of Coaching Experience
Leadership transition: providing support during the early stages of a new leadership role. This often includes a focus on determining an appropriate strategy for their sector/business and its execution as well as identifying and developing skills required of the new role to maximise their effectiveness.
Career transition: clarifying future career aspirations by understanding key strengths, motivation and value to an organisation, providing support to help position themselves to secure their desired role. This often also includes support in determining a strategic plan for the role.
Interview based 360 feedback review: receiving specific feedback on areas for development and strengths to help improve a greater self-awareness and ensure coaching is tied to specific goals for development and impact.
High potential talent: assertiveness, motivating others, communicating with impact, effective delegation and managing difficult situations
Career management: understanding key strengths and how to leverage them to progress one’s career
How it Typically Works
Typically sessions last for 1 1/2 to 2 hours over several months, around 1 month apart depending on the issue being addressed. Clarity on the goal/s for the sessions are agreed upon at the outset, often in consultation with a client’s manager and/or HR Director and reviewed for progress throughout, sometimes formally at mid-point. At the completion of the sessions, we ensure that the goal/s have been achieved.
Psychometric tests, such as Hogan, MBTI or CliftonStrengths, may be used. If appropriate, a 360 degree feedback review (preferably interview based) may also be used at the initial stages to gain greater self-awareness.
Clients appreciate my business experience as I understand the environment and pressures they face and my style of questioning helps to get to the heart of the issue. I am able to challenge their thinking whilst providing support and encouragement. I always take an active interest in ensuring that my clients reach their goal.