Leadership and performance coaching is valuable if your business is experiencing any of the following:

· Key managers or high-potential employees are not yet operating at their full capability or confidence

· There is a gap between current performance and desired business outcomes

· Decision-making, delegation, or prioritisation challenges are slowing progress

· Leaders are feeling stuck, overwhelmed, or reactive rather than strategic

· You want to build a stronger culture of accountability, ownership, and continuous improvement

· You are ready to explore new ways of leading and strengthening team performance and retention

If any of these resonate, coaching can support improved leadership effectiveness, employee engagement, and organisational outcomes.

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Coaching is a structured, confidential, outcome-driven development process. It empowers leaders and managers to:

· Gain clarity on goals and strategic priorities

· Strengthen decision-making, communication, and self-leadership

· Develop resourcefulness, confidence, and resilience

· Translate insight into measurable action and behavioural change

Coaching is an active process. Leaders set the direction, take the action, and own the outcomes. The coach facilitates reflection, challenges assumptions, and enables growth that supports business performance.

Coaching is not mentoring, consulting, or counselling:

· It does not involve giving advice or solutions

· It does not focus on past emotional issues

· It is not remedial therapy

If coaching is not the most appropriate intervention, we will discuss alternative support options (e.g., training, mentoring, wellbeing support, etc.).

A structured methodology — often the GROW framework (Goal, Reality, Options, Way Forward) — guides each session.

The coach will:

· Ask powerful questions

· Challenge thinking constructively

· Provide a neutral, confidential space for clarity

· Hold the client accountable to commitments and progress

The leader remains responsible for decisions, actions, and implementation in their role.

Sessions are held online or in person. Each session typically follows a focused flow:

1. Review previous commitments and progress

2. Set the goal for the session

3. Explore current context and challenges

4. Identify options and approaches

5. Agree actionable next steps

6. Summarise key learnings and commitments

Sessions are typically 60 minutes. The coach manages time and ensures value and forward movement.

Yes. Coaching sessions are confidential and follow professional coaching ethics. Confidentiality is only breached in exceptional circumstances (e.g., risk of harm or unlawful activity).

For organisational coaching, reporting to HR/leadership (if agreed) focuses on themes and progress, never private detail.

Participants should:

· Arrive prepared with goals or areas of focus

· Be ready to think strategically and reflect honestly

· Commit to action and follow-through

· Engage in sessions without distractions

· Bring relevant notes, diary/calendar, or priorities as needed

Success relies on engagement, accountability, and consistent application between sessions.

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Contact us to:

· Discuss your organisational needs and development priorities

· Clarify coaching format (1:1 leadership coaching, emerging leader programmes, performance coaching, etc.)

· Review terms, session frequency, and investment

We will then schedule an Initial Intake Session to establish goals, success criteria, and desired outcomes for the coachee and the business.