PURPOSE TO IMPACT COACHING
An introduction into coaching
Coaching is a powerful way to achieve increased confidence, personal development and performance. I take a whole person approach to helping leaders enhance their personal and professional lives. MAD coaching is collaborative, bespoke, solution-focused, results orientated, systemic and challenging. I encourage self-directed, evidence-based learning, which incorporates ethical professional practice. Coaching can be delivered face to face or online, with additional telephone and email support, psychometrics, individual exercises and 360 feedback reports where appropriate.
The benefits of coaching
To the individual: Coaching clients benefit from working with me using; the discipline of focused time, space & research based tools and techniques to enable the client to make desired changes. Typical outcomes are: increased confidence, performance improvement, career development, enhanced life experience, wellbeing and resilience.
To the Organisation: When working with a client organisation the benefits of coaching to the organisation are identified and return on investment is identified and can, where appropriate be tracked.
Types of coaching
I provide coaching in many contexts, including: Emotional Regulation, Resilience and Stress management, Behaviour change, Skills Development, Enabling Confidence, Career Coaching, Team coaching, Cross cultural coaching.
I have 16 years experience as an Executive coach and facilitator, enabling leaders to achieve organisational and personal goals. I have an MBA, a post-graduate coaching qualification – ‘Advanced Diploma in Leadership and Performance Coaching’ and I am qualified in Level A and B Psychometrics, MBTI. I am an NLP-Business Practitioner and an Enhanced Practitioner in Conversational Intelligence. I am also qualified in the ‘Emotions and Behaviour at Work’ EBW assessment tool.
As a mature individual, who has experienced many different career and life situations I can empathise with a diverse range of people and situations. Having worked in a variety of organisations and sectors, in an Executive role, I am well equipped to coach and mentor other Executives.
Organisations I have worked in as HRD, Change Director or Senior HR Exec: Royal Mail, ASDA, Dixons Stores International, WHSmiths, AMP Financial Services, Ventura, Carlsberg, Quorn Foods, Ideal Stelrad. Client organisations: UBS Wealth Management UK, Arriva Trains Wales, DAS, BAE systems, Sitel, UK Asset Resolution, Business Link, Hospedia, Convergys, Connaught PLC, Marketing Leeds, Barclays Bank, Tarmac UK, Concentrix, Northern Rail, East West Rail, Chiltern Railways, Home Group, Bernicia, Northumbria University, Brandon Trust, Active Financial, Tees Components, Connect Health, Benenden Health, Morrisons Supermarkets.
Identifying Unique Contributions…Makes a Difference
One of the biggest drivers of engagement for an employee or any other stakeholder is the opportunity to use their unique talents to make a difference to the world around them, in other words to achieve a sense of purpose. This is demonstrated by the amount of time people spend outside work volunteering or achieving in sport or another interest.
Unfortunately many organisation's do not make it easy for people to contribute their best self. In many cases employees describe how the organisation is preventing them from contributing effectively. This if often because they are kept in the wrong job, not given the right tools, or having to follow inappropriate policies and processes. Employees need to work in a culture where they are empowered to offer their strengths and break through and break down the barriers to their optimum contribution.
I can work with you to help your leadership teams to understand their passions, personality preferences and strengths, align these with the organisation’s needs and translate this into an impact plan to enable individuals to achieve their purpose whilst contributing to the organisation’s purpose.
I do this through a one to one coaching programme which can include psychometric questionnaires and 360.
Emotions and Behaviour at Work
Leadership research tells us that lack of emotional regulation, poor interpersonal skills and the inability to adapt are principal derailment factors in leadership careers. Leaders should spend more of time understanding others and creating the conditions for others to be resilient and achieve performance breakthroughs.
For leaders, understanding and gaining an accurate insight into how emotions impact on performance and being able to do something with that knowledge (developing and using their EQ) is now recognised as the key to realising the full potential of an organisation’s human capital. Emotional Intelligence is a key factor in Leaders who are MAD.
The EBW assessment system assesses a Leaders business emotional intelligence and how this impacts on leadership capability.