Professional and Executive Coaching
Do you want to:
- develop your presence and personal brand?
- develop confidence, judgement and intuition?
- develop leadership capability?
- develop your role - make your job your own?
- have one-to-one support as you settle into a new role?
- develop communication skills and emotional intelligence?
- deal with relationships at work and ‘political’ issues?
- get to where you want to be?
To hold your own at senior level, you need a strategic mindset and a skill-set that includes influencing, dealing with ambiguity and resilience. Our sessions give you a space for reflection and developing ideas. Most importantly, it’s all about you and what you want from your work and career.
I can support you as you move up to the level you want to be at, prepare for a new role and get to grips with a new organisation and new ways of thinking and doing.
My coaching approach is based on principles from Gestalt Therapy, which I combine with techniques from Cognitive Behavioural Therapy (CBT), NLP and Transactional Analysis (TA), as well as from management models, appropriate to you and your situation (see My Approach to Coaching to find out more).
I use my experience and knowledge of management theory and practice and Organisational Development (see the Writer for Learning page) as well as my experience of coaching individuals.
Coaching for individuals and private clients
I offer a free first session (click on the link in the left hand column to find out more), followed by either face to face coaching at £75 per one and a half hour session or phone coaching at £50 per one hour session.
Coaching for organisational clients
Contact me on 01943 510178 or email [email protected] to discuss your requirements and to find out about fees for organisations. You may have to copy and paste this address if your PC or Mac doesn’t have Windows Explorer set up on it.
Career Development and Business Coaching
Professional and Executive coaching topics include:
- building mainstream management skills such as delegating, chairing meetings, discipline, performance improvement, conducting appraisals
- developing intuition and building confidence
- communication – with bosses, with team members, with colleagues, presentations, written proposals developing emotional intelligence and ‘political’ skills
- ‘High-end’ communication – influencing, persuading, getting people ‘on side’, negotiating
- team building and maintaining team spirit
- balancing different areas of work
- work / life balance
- personal organisation.
What happens in the coaching sessions?
Coaching is a partnership. I work with you in a structured but intuitive way, focusing on outcomes, acceptance and change. It’s a conversation about you. I give you my full attention, listen carefully to what you say, take you seriously and give you feedback on what I see, hear and sense about you. I will challenge your assertions and assumptions and help you get a wider perspective on yourself and your situation.
Executive Coaching, Leadership Coaching, Coaching for Professionals – what’s the difference?
I coach executives, leaders and managers either privately or through their organisations. My private executive clients are people who need someone to talk to frankly and in confidence; someone who is not part of the organisation.
Executive Coaching is the term commonly used for coaching that is provided by an organisation for its board members and senior managers.
It’s no different from Leadership Coaching or Professional Coaching in style or content, but is generally seen as only for ‘big hitters’. And with good reason – it can be very expensive. No organisation with the bottom line and ROI in mind can afford to offer it to everyone – unfortunately, as it is an excellent way of growing personal and professional capability.
It’s also viewed as a reflective development method (building and extending capability) rather than a remedial intervention (to correct or get rid of a problem).
Executive Coaching isn’t a particular type or style of coaching, although it does tend to focus on the development of more sophisticated personal, cognitive and communication capabilities like intuition, creative thinking, tolerating ambiguity and developing personal presence.
The coaching sessions give you time and space to reflect on your development, talk in confidence about situations and issues that arise, sound out ideas, get another point of view, plan and move to action.
As an Executive Coach, contracted by an orgainisation, I have two agendas to consider – my client’s (the organisation who pays me) and my coachee’s (the person being coached – you). The implications and ramifications are more obvious for me than they are for you, as I must consider the requirements of the organisation as well as your agenda and confidentiality. A practical example of a conflict of interests might be if it emerges during coaching that you want me to help you to leave the organisation and find alternative employment. Doing this would not be in the organisation’s (ie my client’s) interests and would compromise my position. I could not continue without discussing and reviewing the situation and negotiating an alternative way forward .
Leadership coaching helps executives, managers and team leaders to develop higher-level communication skills, people management skills, decision-making and problem-solving skills, strategic thinking and other work-related capabilities.
It can help you get to grips with a new leadership role, particularly if you have had no formal management or leadership training.
One-to-one Leadership Coaching is also effective to help you transfer learning from management or leadership training programmes to your own situation between training events.
Coaching for professionals
Coaching helps professionals such as lawyers, doctors, teachers or other professionals to develop skills and capabilities beyond the discipline they are trained in. These are normally personal organisation skills, communication and people skills and management capability.
Professionals are often promoted into management positions on the strength of their subject-specific work, with no specific management training. Most people get by, somehow, but almost everyone needs support during the transition.
Mentoring from a manager, formally or informally, is a great help, but you may not have access to it, particularly if you are geographically separated.
Coaching can help you to deal with situations as they arise, helping you to build capability as you work. It also gives you time and space for reflection, feedback and review.