When is there a good time to employ an independent coach?


Seriously consider this when a line manager, Business Partner or HR manager feels that a member of staff would benefit from independent support in the workplace with a trained professional . The great thing about coaching is that it's quick, after four to six sessions sustainable results can be seen.


During coaching, staff members have the ability to discuss their behaviour and performance with a specialist. This allows them a 'safe space' to role play and discuss issues to enhance their behavioural skills.


Business coaching may also be an appropriate alternative where employees in a conflict situation may not agree to come to mediation. Coaching can also take place after a workplace mediation to maintain behavioural change - after an agreement has been reached.

I specifically specialise in:

  • Developing anger management skills

  • Gaining assertiveness skills

  • Breaking old behaviour patterns 

  • Clarifying career goals

  • Improving communication skills

  • Increasing conflict management abilities

  • Influencing office politics

  • Improving work relationships

  • Gaining personal insight

  • Creating positive thinking

  • Enhancing self-esteem

  • Creating work-life balance

  • Improving work performance

For client reviews please see my testimonials page.


Initial Conversation

I talk to employer (usually HR) in the first instance. This could be over the phone or face-to-face. We decide if coaching is a suitable possible next step. The employer then introduces the employee to me. A 'chemistry' session may be requested.


Coaching Meetings

A coaching package usually comprises up to a maximum of eight confidential meetings either once a fortnight or once a month, where the employee is able to talk freely about issues relating to their work. 


Coaching is about unlocking a person's potential and fundamentally, it’s about them discovering the answers to their problems to create long-term positive change.

I provide emotional intelligence, and 'big five' psychometric assessment tools to clients as well as a wide range of behavioural change workbooks clients can access outside the coaching sessions.


Follow-up Service

I contact HR after coaching to check if the original issues are now addressed and to ensure that sustainable progress is apparent. I also request feedback from the client.


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