Your People -

Learning is far more than gaining knowledge.

One of the best ways to learn is to experience it for yourself in a safe and supportive environment.

All too often people become leaders without really being equipped with the right skills.

You are a leader of leaders. You not only want to promote talent, but support and nurture it. How can you equip your new and mid level managers with the right skills and mindset to deliver your vision for the business, customers and for your staff?

Leadership is about mindset. You want your leaders to feel confident, focussed and comfortable managing their teams. Often newer leaders have plenty of business and technical knowledge. It’s their people skills and sense of credibility that need support.

You want your leaders to live and breathe your company values. When their values are aligned with the organisation, AND they feel confident and secure in their roles, they create the psychological safety that delivers innovation, trust and inclusivity.

Small group experiential learning and skills practice

Leadership mindset

Bespoke experiences to bring your organisational leadership values to life
Self-management, emotional intelligence and resilience
Strategic thinking, ambition and purpose

Communication & Visibility

Coaching tools for leaders to feedback, challenge and inspire
Understanding communication barriers and dynamics
Owning and projecting leadership brand

Motivation & Performance

How to motivate your team with psychological safety
Dealing with underperformance/difficult conversations
Building confidence in your team members

Team coaching

Bringing the team together to explore team dynamics, contribution and purpose
Bravely exploring what’s not working and designing ways of working better
Building team performance with psychological safety and sustainable improvement

I found the challenge questions a little uncomfortable at first but having explored the power of open questions I now understand how they will truly help my team members deepen their thinking and come up with their own solutions.

Telling someone how to lead does not work. They need to feel the difference and know they have the skills and internal sense of credibility to do it.

Likewise, if your team members are showing signs of Imposter Syndrome, it doesn’t matter how many times you tell them how great they are, it simply won’t stick. Until they make the shift to honestly accept their performance with a growth mindset.

I've learnt that I can stop trying to prove myself. I can be more vulnerable and present.

Each learning journey draws on proven models drawn from leadership best practice and more widely from psychology.

I will work with you to select the best elements to meet your team or organisations needs. Evidence shows that normative learning (where learning is quickly followed by real life experience and reflective practice) is most effective.

That’s why I recommend developing programmes in a modular format, with time between sessions to practise, supported by one to one sessions to explore obstacles and consolidate personal learnings.

Less is more. I don’t have to have all the solutions. Now I have the tools and questions to empower my team members so they develop.

With 25 years’ experience in Financial Services including Investments, Project delivery, Systems Thinking and Culture change, I am well placed to understand a range of corporate contexts.

When you combine this with over 600 hours of group learning delivery, many more hours coaching leaders one to one, and a widening background in psychology, you know your leaders are in safe hands.

I used to be nervous with senior Stakeholders but now know I am credible.