Leadership Coaching

A Partnership

The coaching is co-active in style.  This gives you the opportunity to engage in methods that create openness, creativity and a brain workout which provides the optimal environment for sustainable and transformative change.

How a Coaching Programme Works

  1. We begin by getting to the root of what you seek to achieve and what stage you are currently at during a free no obligation 30 minute initial discovery session on the phone.  During this session we:
  • map out an initial plan to accomplish your goals
  • establish what your preferences are for how much you would like me to support and challenge you to get the best out of your coaching experience.
  1. During the programme the relationship develops into a partnership; my objective is to facilitate your objectives. In this partnership I am interested in you as a whole person:
  • we focus on the delivery of your results
  • we identify what is essential to your emotional and mental wellbeing for you to achieve these results and how you best like to learn

All sessions are confidential to you.  I may advise during the coaching if it would be beneficial to talk to a colleague, manager, partner or expert.  It is always ultimately your choice to do this.

The following definition of what coaching is can help you as you begin to think about your professional development aims.

“A collaborative solution-focused, results-orientated and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee.

Good Practice Coaching – OSKAR Coaching Model

There are many coaching models available to guide executive coaching.  Many clients are familiar with the GROW model and use it in their 1:1s with their teams.  I like to have the OSKAR model at the back of my mind because it puts an emphasis on Outcomes, Reviews on progress and  solutions.

There are five stages:

  • Outcome– First we discuss the issue, any progress made so far and then brainstorm to identify the desired outcome / long-term goals.
  • Situation – This step establishes the current situation and encourages discussion about what helps/hinders progress.
  • Know-How – Here we pin down the resources (knowledge, skills or attributes) that are at the client’s disposal to attain their outcome. There is positive affirmation of what the client already knows in order to decide on the way forward.
  • Action – The client puts into practice what is now necessary to achieve the outcome. This could involve building know-how, collaborating with others or working through the delivery of a specific solution.
  • Review –We review progress against actions. This can occur at the end of a significant focus on behaviour change after several coaching sessions or at the beginning of the subsequent coaching session.

Coaching sessions can tackle any emergent issues that have arisen prior to the last session and that have become a priority.  `Your objectives drive the focus of the sessions.

Leadership Behaviours

If your organisation already encourages the development of certain leadership behaviours, these can also form an important part of our coaching.   To illustrate how this could work, a leadership model that emphasises the components of the emotionally intelligent leader encompasses:


This leadership style framework can be drawn on to inform the coaching.   Priorities and blind spots  are broken down into objectives and/or practical steps that build momentum towards the planned result.



Manager and Leader Transitions

A leadership adventure into the unknown triggers an internal metamorphosis as the leader learns new capabilities that are unfamiliar. This is at its most intense when the professional has to experience big shifts outside their comfort zone.  For the following transitions, significant changes in scope of role, responsibility and perceived personal risk will be experienced:


During this time, the leader particularly benefits from setting up a programme where they are in close contact with people who can provide the support they need.  For such transitions through to new management levels it can be especially beneficial to have access to both a mentor and a coach.  A senior mentor who knows the dynamics of the role and is well networked can provide advice on the contacts the executive should develop.

An Executive Coach can help you work through issues more confidentially and is to support you, yet get you to think things through in a resourceful and sustainable way.

A  Powerful Mix of Coaching Experience

Our partnership can focus your mind (and your time) to future-proof experiences such as following:

  • Deal with an important change or challenge in your life
  • Tackle a difficult situation or person
  • Plan a career change
  • Prepare for a promotion or new project/assignment
  • Discover and optimise your strengths and talent
  • Transform uncertainty, let go of anxiety
  • Understand your leadership edge to create a high performing team
  • Set up or grow a business based on your talents and values
  • Boost confidence to live outside your comfort zone
  • Find ways to experience the freedom of living in the moment

My co-active coaching approach will engage your mind to get to the core of what makes you tick. You will learn about the practical techniques used by highly effective people and also how to cultivate your own natural strengths.


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