Good coaching makes a real difference to individual and team success. By facilitating honest conversations, exercising independent challenge and offering constructive reality checks, individual and team coaching will deliver:
More Sustainable Ways of Working
My coaching approach exposes the psychological traps and hidden assumptions that can undermine performance and derail transitions: it is not always comfortable but it is certainly effective.
Where culture and strategy intersect: at the heart of all lasting change is the culture of an organisation and the behaviours of individuals – it is often hard to break with the old ways of doing things however “obvious” the need for change is. By providing independent and objective advice focusing on the intersection between strategy and culture, senior leaders are supported in delivering genuinely lasting change. Drawing on my substantial experience I am not afraid to:
Challenge Out of Date Thinking
Question Comfortable Consensus
as part of a broader support package focused on structuring and delivering the tools to help senior leaders deliver lasting and positive change.
D&I Through Networks
I have a fresh take on the D&I agenda – its just not a simple as men vs women or white, middle aged men vs every other minority. I work with clients to shift focus to the “why” as much as the “who” and challenge entrenched and unconscious mindsets as will as the visible mix. By working with organisations and through networks it is possible to subtly shift perceptions – it is like adding salt to the water where a well judged seasoning can make all the difference. This is a story about quality not quantity.
Looking Beyond the Obvious
Delivering Change Through Collaboration
Subtly Changing Culture
Why do I say this? Comfortable consensus is the enemy of change – group think thrives in homogenous teams and boards. Different voices and perspectives are critical for the on going success of businesses. But conformity is not simply a matter of how people look or speak. Over the last 20 years diversity initiatives have focused on delivering visible results: x% women/minorities/disabled. This approach has been hugely valuable in making the diversity agenda mainstream but has fallen short in delivering the true benefits of diversity in many organisations.
One innovation that I believe will make a real difference is a shift from volume based D&I initiatives to targeted interventions. The creating of cross industry peer networks where individuals from different organisations come together to identify and explore common themes in the D&I space. Although every organisation is different, there are remarkably consistent stories around why the D&I agenda can be so hard to actually deliver.
I believe it is time for a radical rethink on the D&I agenda –stop looking for diversity and start living it. I work with clients to look beyond the current D&I agenda and create a culture that values different voices and can actually listen and value difference.
“It always seems impossible until it is done.” (Nelson Mandela). Whether leading an organisation or stepping up to a senior role, transition can raise a consistent set of issues. Moving into a new role or leading an organisation through a period of change often feels like it is throwing up a set of challenges that are unique to the individual – but there are a set of common themes including:
“I am going to be found out”
The Trap of Competence
Doing what you were good at in your old role rather than learning the essential skills of leadership
Working Harder not Smarter
“So long as I am really busy I must be doing a good job…”
The truth is transition is all about navigating a new set of rules and managing anxiety and uncertainty. I work with clients to ensure that they are in control of their transition to senior roles and avoid the common myths and traps.