I love coaching to facilitate real changes in people’s lives. My role as your coach is to help you challenge your own status quo, uncovering new perspectives in the process and revealing new choices for what you do, why you do it and how you do it.
My focus is on giving you the time, space and confidence to give full expression to the topics you bring, to feel able to reflect on and learn from your experiences and, in so doing, expand your own self-awareness as you address the challenges you face.
I will listen without judgement and with curiosity, providing a safe space in which you can feel heard. I will encourage you to critically reflect on your experiences and highlight any patterns I see emerging. I will help you challenge the beliefs and hidden assumptions that might be playing their part in creating the topics you bring.
I find that people can get hung up on labels, and coaching has many labels: life, career, success, happiness, business, executive etc. It is all coaching. No part of our lives is hermetically sealed off from the rest and I look to coach you, the whole person, within the context of the topics you bring.
I have worked with people on a range of topics, such as developing leadership capability; motivating and focusing teams; managing organisational change; dealing with challenging relationships; building capability for advancement; addressing self-confidence issues; and achieving significant career change.
Experience suggests that personal change takes around 6 months to become embedded. Consequently I recommend 6 sessions as a typical coaching programme. Additional sessions can be added and, if we find that you have achieved all you want to achieve earlier, then you only pay for the sessions completed.
For corporate clients, whose coaching is funded by their companies, I recommend an initial 3 way discussion with the your manager, to establish how they would measure a successful coaching programme for the individual, plus one or two brief feedback sessions with them to get feedback on their views on progress.
This provides some input to the agenda for our discussions and some external feedback on progress. The manager's input is just one perspective and is for you to choose to take or leave as you see fit.
Team coaching interventions would be designed to meet the specific requirements of each organisation and I would provide a bespoke proposal for this type of work.