Please find below examples of our work. Names of organisations we have worked with can be supplied on application.

Leaving Well

We were asked to coach a Director during a period of organisational restructuring. There was to be no equivalent role within the organisation for this Director and during this process they had also lost their confidence. Four coaching sessions were commissioned and arranged to take place over a short period of time (6 weeks). The outcome for the sessions was to increase confidence and influence and to leave the organisation well. Within three sessions the Director had two job offers and the support that they needed from the organisation to turn this into a reality, negotiating a six month secondment as a safety net and negating redundancy costs to the organisation.  Both the organisation and the individual were happy with the outcome.

Joining Well

We were asked to coach a newly appointed head of service. The organisation very much liked this candidate and was concerned that they did not have the level of experience they were originally looking for. Instead of wasting money on re advertising the post they decided to invest in coaching for this candidate to support him in this role. The new head of service performed well in the role leading the organisation through a challenging period of change and moving them from low performance to good performance that was recognised through national assessment processes.

Conflict Resolution

Head of Service and team members relationship had broken down to such an extent that they only talked when necessary and the team members performance had dropped. We carried out a facilitated conversation with both individuals which allowed them to explore how the breakdown had occurred and enabled them to reach an agreement of how they would work together in the future. The individual’s performance improved and the head of service had more behavioural flexibility in how they managed and led staff.  As a result the performance of all the team increased.

Board to Board Facilitation

Facilitated a Board to Board meeting between two organisations that were required to work together but whose relationship had broken down to such an extent that strategic discussions were not taking place and both organisations were in jeopardy of not achieving their national requirements. We spend time with both organisations understanding what had happened and then used the time in the meeting to enable them to understand each other’s perspective, develop a joint outcome for the future and generate new agreed ways of working together.

Leadership Training

We undertook a 7 day Leadership Programme within one organisation to develop its aspiring directors as part of its talent management programme. Participants were enabled to understand its own and the organisational drivers, develop greater flexibility in their leadership styles and increase their influence within the organisation. Feedback stated that it was the most inspiring programme that these participants had taken part in during their careers to date.

Team Facilitation

We were asked to facilitate  two day workshop for a team that had to meet a new national agenda. The organisation was concerned about this teams readiness to meet this agenda particularly as the team was described as under performing,  dysfunctional and resistant to change. We spent two days working with this team helping it to understand the behaviours played out in the team, the current dynamics and what would need to happen to enable the team to meet the new agenda. Within these two challenging days the team developed new options and new ways of working together. As a result of these two days the team changed the ways in which they worked with each other and turned around its performance. They are continuing to perform well.