I like spending quality time with people and quite often I can be found coaching senior execs and their teams on their role in creating the appropriate culture for their business. Recently my coaching has focused on the behaviours required to shape an inclusive and respectful environment, factoring in things such as unconscious bias and personal values.

I’ve had divisional P&L’s and large corporate budgets; I’ve run my own global consulting practice since 2012 and worked along side business leaders for a long time; I know how business ‘work’s and can bring that vital backdrop to my coaching work. Coaching must be grounded in the reality of the hurly burly of an organisation striving to succeed.

I have lived in the UK, the US, Germany and India and worked all over the world. I am now based in France but travel globally for work.

 

What I bring, my competencies:

• I work with both global and local organisations with between 12 and 100,000 employees; this gives me variety in my work and allows me to bring different frames of reference to what I do.

• Having lived and worked all over the world, I am really attuned to cultural influences in behaviours and working environments.

• Mental health issues in the workplace are a particular passion of mine and I coach and mentor a large number of people at all levels for whom this remains a challenge.

• As someone who is constantly writing, I will often use metaphors and analogies to help facilitate a moment of realisation and learning.

• Being a trained facilitator allows me to play ‘devil’s advocate’ and ‘court jester’ to great effect with both individuals and teams that I am coaching.

• I coach at all levels from global board in Big Four to young entrepreneurs starting on a journey to make their dreams a reality.

• I have held a number of leadership team positions in big organisations and owned big budgets and P&L’s – I can bring this experience into the room when I coach.

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What is my preferred style?

I have always been somewhat ill at ease with the formality and conventions of corporate world so therefore my style tends to be informal and open, whilst professional at all times; that said, I know only too well what the constraints and impact of that world are. I bring myself to the session and am happy to expose my own, personal learnings and vulnerabilities. I can move between compassionate and challenging very easily and whilst I seek not to judge, I am happy to offer an opinion, often framed by a question such as, “how do you think that was viewed by the other person?” This is reflective of the fact that I like to facilitate an answer not give it.

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 I seek to understand the person, the human, I am working with before we explore who they are professionally. I passionately believe people should be able to bring themselves to work, in a positive way. Quite often I will get coachees to think about their own personal brand as a leader and the impact it has on the world around them. What is it people say about them after they’ve left the room? What legacy of talent are they building behind them and whose career have they made in a positive way?

I don’t work with pre-designed models and one size fits all methodologies. I think great benefits can be made through open and well facilitated dialogue.

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Here are some practical facts about the way I work:

• If I don’t think I am able to help someone I will say; I will very likely know someone more appropriate than me who can help.

• I don’t come with a fixed coaching model or formula – I shape a path forward with the person I am coaching.

• Creating a deal or pact with my coachee is really important – in other words agreeing how we will work together, particularly what remains in the room and what doesn’t.

• A session usually lasts 1 hour and I we can work via technology.

• I don’t have a fixed type of person I like to coach – I am intrigued by all humans.