I think a good coach consistently delivers self-belief, self-motivation, choice, clarity, commitment, awareness, responsibility, and action, whilst also holding the client accountable. While many of us may be capable of providing these qualities to others occasionally, a skilled coach delivers them reliably, empowering most people most of the time. Contact me via email to discuss your coaching requirements.
“A good coach can change a game. A great coach can change a life.”
What are the triggers that influence where we fall on the fixed versus growth mindset continuum?
Mindset is shaped by a set of beliefs, and those beliefs are influenced by the people around us and the environment we’re in. It's important to understand that mindset isn’t just about effort. Simply telling ourselves to "try harder" doesn’t lead to true growth. A genuine growth mindset involves putting in effective effort - understanding whether the work you're doing is moving you towards your goals. I think it also means being open to seeking help, guidance, or coaching from others and being willing to pivot or adapt to learn, grow, and achieve the goals you’ve set.
Key questions for change:
What specific change are we trying to make?
Who are we aiming to influence?
Given our agreed-upon constraints and goals, is there a better path forward to reach our destination?
To proceed, we need clarity on the following:
Constraints:
What are the limitations or boundaries we’re operating within?
Objectives:
What are the precise goals we are working toward?
Target Audience:
Who are we trying to affect or change?
Without alignment on these key points, productive conversation becomes difficult. If we’re not on the same page, we risk revealing that we’re metaphorically on different journeys (or buses), heading in different directions. Contact me via email for a confidential conversation about your journey.
Our brains like to fix things, so when you tell me your story I subconsciously begin to strategise and think of solutions. I’m really good at problem solving and I really like people so coaching seemed like a natural progression. I became the catalyst when I ask questions and bring observations into our conversations. And one of the things I listen for is what makes this a problem for this person? It’s often a perspective, a mindset, an idea, assumption or a belief and that’s what I’m listening for. The details of the story then become fuzzy as I am homing in to the person in front of me.
- What’s really going on?
- Are you hurt and feeling betrayed?
- Are you thinking things should be different than they currently are?
- Do you have expectations that are just not happening?
- What are your fears?
- What’s making you anxious?
- What can’t you control?
You are not alone, there’s a lot going on for everyone.
Contact me via e-mail and let’s have a confidential conversation about what actions you think you should focus on.
““Quiet the ego and look for the lesson.””
How do you connect with the younger generation?
I find it quite easy because the younger generation is also purpose-driven. Like them, I want to work with organisations that value human connection and prioritise human values. I want to engage on a personal level, sit down, have a conversation, and enjoy a cup of coffee (or tea), even if we eventually part ways professionally. It’s important for me to separate the business side from the human side, which can be challenging at times. But for me, the psychological aspect, I mean the human connection is what matters most.
In today’s digital world, where there is an obsession with smart devices and social media, everything is open and instant, which can add complexity. I focus on the emotional well-being of all employees, ensuring they are balanced. I think with social media, even small issues can escalate quickly, and criticism can spread widely, therefore, it's essential to stay emotionally resilient in such an environment. I’m there for you with a quiet ego and an open mind.
c/o ELLE magazine
The International Coaching Federation (ICF) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximise their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership.
We all have goals we want to reach, challenges we are striving to overcome and times when we feel stuck. Partnering with a coach can change your life, setting you on a path to greater personal and professional fulfillment.
A positive mind finds opportunity in everything, while a negative mind finds faults in everything. In addition to boosting productivity and promoting teamwork, coaching for performance can also help to reduce turnover rates and improve employee satisfaction. I think that when employees feel supported and valued, they are more likely to stay with your organization for the long term. Overall, when leaders focus on coaching for performance and creating a positive work environment, it becomes a smart investment in the future of your organisation. By fostering a culture of respect and inclusivity, your organisation will attract and retain top talent, drive innovation, and build a resilient workforce that is well-equipped to meet the challenges of a rapidly changing business landscape. Don’t take my word for it, check out the research from McKinsey & Co.
When coaching, I support the coachee as they brainstorm their options. To ensure all possibilities are considered, I find it helpful to use the six Ws:
Who
What
When
Where
Why
How
The STOKeRS Model is new to me, so I did a little research and found out that it’s a coaching framework designed to facilitate effective conversations, particularly during the goal-setting phase of coaching sessions. Developed by Claire Pedrick, this model helps coaches ensure that key elements are covered during their interactions with clients.
• Subject – What should we focus on today?
• Time – Given we have “X” minutes today, what about that do we need to focus on?
• Outcome – What would you like to be different at the end of our time together?
• Know – How will you know you have got what you need out of this time?
• Role – How are we going to do this?
• Start – Where shall we start?
The words you use to frame your current situation will change your mindset and elevate your mood. A positive mindset allows you to stay open to new possibilities where others see barriers, and a positive mood will lift your spirits and attract people in your life who will help, support, or hire you. I think successful individuals in any field used positive words to frame an outcome. It's an imperfect world, and despite hours of practice and years of experience, the ball won't always bounce your way, you'll be dealt a bad hand, or an unprecedented pandemic will shift your plans.
““We dance round in a ring and suppose,
But the secret sits in the middle and knows.””
Insights about yourself or the situation at hand lead to actions and behavior changes. Positive behavior changes create an impact, which in turn generates new insights and awareness, perpetuating the cycle. When coaching one has to park our ego and let our coachees' achievements shine, amplifying their successes. I think it’s important to find the right balance between helping others and helping yourself.
““A rising tide lifts all boats.””
Our tailor-made coaching for performance solutions aim to foster a culture of respect and inclusivity, which effectively enhances teamwork, communication, and productivity. Research has shown that creating a positive work environment boosts productivity, promotes teamwork, reduces turnover rates, and improves employee satisfaction. By investing in coaching for performance, you can help your employees develop the skills they need to perform at their best and contribute to the overall success of your company. Contact me via email for a free 30-minute discovery call.
““Forces beyond your control can take away everything you possess except one thing, your freedom to choose how you will respond to the situation. You cannot control what happens to you in life, but you can always control what you will feel and do about what happens to you.” ”
There are countless definitions of coaching, each offered by the thousands of coaches out there. It's important to hold off on giving advice and maintain curiosity for a bit longer, as new initiatives often meet resistance. I think anything worthwhile will encounter obstacles and pushback, and organisational change can be particularly daunting. Remember, pushback isn't personal; it's simply a systemic reaction to the changes taking place.
““As with any new skill, attitude, style, or belief, adopting a coaching ethos requires commitment, practice, and some time before it flows naturally and its effectiveness is optimised.””
Here is the S.M.A.R.T goals definition breakdown:
Specific – Clearly defined and focused.
Measurable – Quantifiable criteria to track progress.
Achievable – Realistic and within current capabilities.
Relevant – Aligns with broader goals and is meaningful.
Time-bound – Specific timeframe for completion.
I think an act of curiosity is an act of vulnerability, and true empowerment means stepping away from power and the spotlight to let others realise their potential, rather than solving the problem for them. Share your story, preserve its integrity, and control its narrative.
““The harm is in the unwanted help or helping them when they need to figure things out for themselves. Help is the sunny side of control.””
What are the distinctions between a role-model, mentor, coach and sponsor?
- A role model is someone you look up to and aspire emulate, even though you may never have met them in person.
- A mentor is your guide by your side who supports your career development, offering advice on potential paths and obstacles. Mentors are typically volunteers and commit to your growth over time.
- A coach is short-term advisor who helps you to develop specific skills, for example, I have some executive coaching clients who come to me when they need guidance with executive presence or imposter syndrome. Coaches are usually paid professionals focused on targeted improvements for their clients (coachees)
- A sponsor is someone who mentions your name in the rooms that you may not be in, for example, they could be recommending you for choice assignments, projects, jobs, or awards. Sponsors leverage their reputation to support your advancement.
I hope this clarifies any confusion you may have about the difference between role models, mentors, coaches and sponsors.
Can you stay curious a little bit longer?
Curiosity is perhaps the most important strength we have as human beings. How can we ensure that we stay curious, empowering our leaders, our colleagues, our employees, and our employers? I think it’s important not to rush to advice giving or action - take things a little more slowly. Try asking the question, "And what else?" as it’s a way to encourage deeper thinking and exploration, allowing for a more thoughtful discussion.
““Why are we obsessed with energy when we should be obsessed with the brain”.”
We often think that we add value by leaping in and giving advice. We don't even think about it because we've been taught that as soon as someone starts talking, a part of our brain goes: 'Let me interrupt them and tell them the answer.' However, even when you have the right answer, you have to ask yourself what the appropriate leadership act is. I've learned to hold my space and allow others to figure things out for themselves. Don't give them the answer, even when you know it.
Feeling insecure or doubting yourself can differ from doubting your work. In his book “The Biology of Belief: Unleashing the Power of Consciousness, Matter & Miracles,” Bruce Lipton highlights the distinction between the conscious and subconscious mind. He explains that 95% of our lives are driven by subconscious patterns. I think that while we can easily recognise these patterns in others, identifying them in ourselves is much more challenging.
““Insecurity is only a hindrance when it stops you sharing what’s in your heart.””
How do you help leaders and senior executives to be themselves if they don’t know who they really are?
Sometimes leaders and senior executives express an uncertainty about their true identity, yet they reveal it unconsciously during our conversations. In my 1:1 sessions, I reflect their thoughts back to them, and often, it suddenly “lights up” for me while they remain unaware. When you truly listen, people disclose their needs, desires, dreams, and fears. They simultaneously claim they don’t know what they want or need, nor who they really are. I think often, people are too close to their own lives to see themselves clearly as it’s challenging to view oneself from one’s own perspective. Contact me via email to book a free 30 minute discovery meeting.
