A senior Finance Manager in a large corporation who was having problems with his boss. His boss's style was having a major impact on his level of motivation and stress which had led to time off work. After an initial coaching session it became clear that the coachee was so unhappy in his position that he formulated a goal to leave the company. However, there were other circumstances which made this more difficult than it seems and it transpired that we needed to work with him to clarify what he wanted to achieve in life as well as his career before he could commit to a course of action he felt comfortable with. He is now happily working in a different organisation in a similar role.

A Director of a national not for profit organisation felt that he needed support in managing a large number of staff and how to overcome resistance to change when implementing new procedures. Coaching has helped him plan how to put in place new processes and procedures designed to raise the performance of his department and plan how to deal with potential conflict situations. Coaching also challenged his attitudes towards his staff in order to behave in a more emotionally intelligent way when communicating with them.

The Managing Director of a new business start-up was focusing on how to grow sales, but this was impacting his level of self-belief and confidence. There were also challenges around how to work with other partners in the business who had different working styles. As a result of coaching he developed some clear goals to take the business forward including planning to diversify the business, creating a new brand, implementing a formalised customer feedback process and working through how to deal with people more effectively.  

We worked with a manager in a medium sized company in the telecoms sector who wasn’t managing his department effectively in terms of goal-setting and day to day management control. He was also a ‘nice guy’. As a result of coaching he grew his awareness of the impact of managing people more effectively. He implemented regular meetings with each of his team and other people management processes. He also improved communications with the non-office based members of his team.  

The Finance Director of a small start-up in the TV industry was feeling under immense pressure having an inexperienced team and pressures outside of work. We helped him clarify his areas of major stress and define actions to reduce his levels of stress. 

The owners for a small TV production company were looking to step back form the business and wished to appoint a new MD. They asked us to work with the new MD as he had development needs around managing people and managing his time. We helped him think through the importance of relating to others more effectively and helped him find ways to improve his personal organisation skills.

The Finance Director for a large constructions services company felt that he lacked personal impact and confidence when presenting to others. We worked with him to identify strategies and techniques to allow him to build his confidence and impact in these situations. 

An Area Manager for a significant high street retailer had been identified as needing to develop her interpersonal style with staff. She was highly focused on results, but tended to be overly directive and critical and somewhat aggressive in certain situations. We provided her with 360º feedback to raise her level of self-awareness and then helped her identify some of the causes of her behaviour and how to manage those during interactions with her staff.