Approaches

I begin new coaching relationships with verbal discussions about what coachees can expect and what coaching both is and isn’t. I provide a copy of my coaching agreement / contract, which we both must sign before beginning any coaching. 

I explain that I require their intent and desire for change to be serious, they must be ready to receive feedback, they’re willing to try new ways of working, they must be honest about their aims; that they are willing to explore, challenge and change thoughts, feelings and actions that they recognise are self-defeating, and they allow me to try new concepts. I have a wide ranging coaching experience supporting people from many backgrounds and professions. 

Most of my coaching is on a one-to-one basis, ranging from shorter work aims (for example better time management), medium term (for example coping with imminent organisational change), to long term ambitions and targets (for example future job applications/ambitions). I have also intervened in large corporate projects. I also use group coaching skills when facilitating training.

As well as primarily using a ‘person centred’ coaching approach, I also adopt both cognitive and behaviours as and when needed. 

I comply with the Global Ethics for Coaches, Mentors and Supervisors.