No, I coach individuals who are at a certain stage of their professional careers, where they need help and support to overcome obstacles, in order to become the person they want to be. This includes coaching accountants, engineers, c-suite executives and other professionals.

No, most coaching of this kind is done via video link – Zoom/Teams/Google Meet etc. which allows you flexibility to meet whenever is most convenient for you.

If you wish, I may be able to meet you at your office (geographic restrictions apply), however wherever the coaching sessions are held, it should be a confidential space in which you feel comfortable sharing what can be challenging and sensitive information. Often clients will prefer a separation of work and coaching, so speaking on video call is more common.  

Coaching engagements typically last 3 to 6/10 months, depending on the goals and progress, with options for extension if needed.

The first session focuses on identifying your goals, discussing your current challenges, and creating a tailored plan for your coaching journey.

In a series of Discovery Calls, the coach, coachee, and organisation's representative discuss the goals and expectations of the coaching engagement. In these discussions, the key objectives and outcomes desired by both the coachee and the organisation are discussed and agreed.

Confidentiality
A clear confidentiality agreement is established, ensuring that personal details shared by the coachee with the coach remain private. Only agreed-upon progress updates or general themes are shared with the organisation, protecting the coachee's privacy.

In regular coaching sessions, the coachee can explore challenges openly, knowing their confidentiality is respected.

Progress Reviews
Periodic check-ins are held between the coach, coachee, and organisation to review progress against the initial objectives.

Accountability is maintained through these reviews, ensuring the coachee remains on track to achieve the agreed-upon goals.

Final Review and Feedback
A concluding meeting is held to assess the overall success of the coaching engagement and discuss any further development needs.

Commitment and Engagement
It is expected that you will fully commit to our coaching journey, attending all our scheduled sessions, and actively participating in our discussions and exercises.

Open Communication
It is expected that you will communicate openly and honestly about my goals, challenges, and progress, providing you with the information needed to guide me effectively.

Follow-Through on Actions
It is expected that you will complete any actions or assignments we agree on between our sessions to ensure I keep progressing and developing.

Professionalism and Confidentiality
I maintain a high level of professionalism and ensure that everything we discuss stays confidential. If I become aware of a conflict of interests, I will raise it at the earliest opportunity.

Support and Guidance
I will support you with guidance and constructive feedback that’s tailored to your specific goals and needs.

Accessibility and Responsiveness
I will be accessible for our scheduled sessions and to respond to any questions or concerns you may have in a timely manner.

Success is measured through regular progress reviews, achievement of set goals, and feedback from both the coachee and their organisation, if applicable.

While content of each coaching engagement is bespoke, depending upon the requirements, there are two typical structures:

Urgent focus
Typically 6 sessions, of 60 minutes each, every 2 to 3 weeks.

After each session, I will provide a summary of the agreed next steps.

This structure is ideal for:

• those with a particular goal or deadline in mind

Long-term focus
Typically 10 sessions (but can be longer), of 60 minutes each, every month   

After each session, I will provide a summary of the agreed next steps.

 This structure is ideal for:

• Those seeking regular feedback, dedicated time for strategic thinking, idea-sharing, resolving past issues, and effectively addressing upcoming challenges while staying proactive.

These structures are not set in stone, and can be adjusted according to specific needs.

Coaching focuses on enhancing professional performance, leadership skills, and achieving specific career goals. It is a forward-looking, goal-oriented process aimed at developing strategies for success. I work with high-performing individuals to unlock their potential, improve decision-making, and address specific challenges.

Counselling, on the other hand, is therapeutic and often deals with personal issues, emotional well-being, and resolving past trauma. It is more reflective and introspective. Counselling tends to be more focused on healing and personal growth rather than professional development.

Coaching and mentoring both support professional growth, but they differ in approach and focus. Coaching is a structured, goal-oriented process where a coach helps clients develop specific skills, overcome challenges, and achieve professional objectives. The expertise, questioning and feedback of a coach will unlock potential and drive performance.

Mentoring, on the other hand, involves a more experienced professional providing guidance, advice, and support based on their own experience. Mentoring is typically more informal.