Executive Coaching Programs
We work with Leaders and Organisations in Positive Behaviour Change,
Authentic Leadership and Effective Communication.
If you are an individual or business coaching client, we offer “no pay” goal setting. You then only have to make one month’s commitment and choose to continue only if you’re getting the results you want.
You will receive CPD points for each hour of Coaching.
We help our client achieve more than they initially believe is possible. Our coaching is an essential part of transforming learning into results.
Examples of the coaching areas our clients choose
  1. Communication
    1. Communicate / listen better 2. Include others’ opinions in my decision making 3. Be more assertive 4. Manage conflict constructively and effectively 5. Influencing / persuasion
  2. Developing organisational culture & leaders
    Developing organisational culture & leaders
    1. Manage diversity 2. Build cross-functional relationships 3. Cross cultural management 4. Stand up to people undermining teamwork 5. Collaborate better 6. Build trust with stakeholders 7. Executive presence 8. Driving team / culture change 9. Self-confidence
  3. Managing performance
    Managing performance
    1. Delegate effectively 2. Empower direct reports 3. Execution for results 4. Be more entrepreneurial 5. Take calculated risks 6. Hold others accountable for results 7. Deal quickly with performance problems
Our Coaching framework is based on:


Positive Psychology

Psychometric Profiling

Our methodology follows the three foundational knowledge traditions of coaching

  1. 1 - Humanistic psychology and the works of Abram Maslow and Carl Rogers.
    The main principles of Humanistic Psychology are: - People have a valid experience of their values and goals. - People want to be the best they can be. - Everyone is unique and valuable. - Everyone wants to have a choice and to exercise choice.
  2. 2 - Constructivism
    This viewpoint comes from Cybernetics and the works of Heinz von Foerster. Constructivism developed the idea that we help create the world we live in. Our perception of reality is as much a construct of our minds as what is in the world outside us. Therefore, coaching needs to discover the world the client is constructing and not try to give them a right answer.
  3. 3) Linguistics
    People describe the world and themselves in language, and the structure of language shapes their thinking and limits it. Coaching takes into account how the language the client uses is a clue to how they are thinking about their issue.

Our methodology and design follow principles of adult learning (Andragogy):

  1. Adults are autonomous and self-directed. They want to be free to direct their learning.  Trainers need to be like facilitators and guide participants to their knowledge rather than supplying them with facts.
  2. Adults need to connect learning to their knowledge and life experience. Adults learn best when their relevant experience and knowledge of the topic are drawn out and utilised, and theories and concepts relate to that experience.
  3. Adults are goal-oriented. So trainers need to show participants how the training will help them attain their goals.
  4. Adults need to see learning as applicable to their work or other responsibilities to be of value to them.
  5. Adults are practical, focusing on the aspects of a lesson most useful to them in their work.
  6. Adults need to be respected.
  7. Adult learning follows the Kolb learning cycle of Experience, Reflection, Conceptualisation and Testing.

Delivering Tangible Results by Combining:
Specific coaching objectives with
Measurable action plans and
Definite time frames.
Uniquely Tailored to Meet Your Needs
  1. 1 - Pre-coaching Need Analysis and Planning
    We believe the success of the coaching depends on your willingness to learn. Before we start the Coaching it is important for us together to establish: If the Coaching is appropriate in the first place for you? Are you Coachable? Is there a match between the style of my coaching and your personality? The outcome of this is a collective decision to continue with Coaching or explore other possible intervention methods. .
  2. 4 - Goal Setting
    Coaching is driven by specific goals agreed by the coach and you. These goals focus on achievements and changes you can target, both for yourself and for your organization. Initial goals are established when coaching begins and revised or refined as coaching progresses. Based on whether they should be achieved within weeks, months or over a longer period, goals can be divided into short-, mid-, and long-term targets.
  3. 2 - Contracting
    The purpose of contracting is to ensure productive outcomes, clarify roles, avoid misunderstandings, establish learning goals, and define business and interpersonal practices.
  4. 5 - Coaching
    We believe that the quality of the coaching relationship is a key element of success. We will create a safe environment in which you can feel comfortable taking the risks necessary to learn and develop. Drawing from a broad knowledge base and a solid repertoire of learning tools, we offer guidance and activities that help you meet the learning goals. Conversations explore your current work situation to find practical, business-focused “learning lab” opportunities
  5. 3 - Assessment
    The assessment phase provides with important information upon which to base a developmental action plan. We select among a wide variety of assessment instruments, including personality, learning, interest, and leadership style indicators. Sometimes observing you in action in your usual work setting provides assessment data, as interviewing you, your peers, direct reports, manager, and other stakeholders. In some cases, we administer a formal 360-degree assessment.
  6. 6 - Measuring and Reporting Result
    During pre-coaching activity we together agree on an appropriate level of measure for success of the coaching.
  7. 7 - Transitioning to Long-Term Development
    Upon completing the coaching sessions, we together take whatever steps are necessary to ensure that you will be able to continue your development. Applying the results of the coaching within the context of your long-term development is an important part of this process. .