If you are interested in coaching, it is likely you have questions that you would like to discuss. Approaches to coaching can be somewhat confusing across the coaching industry and with my twenty-plus years of experience as a freelance and senior in-house coach, I will do my best to help out.

Thank you for visiting my website, please do contact me to explore what you would like to know more about. I’ll do what I can to respond to your query within the same day by sending a quick-reference further information document initially and I will follow-up more personally within two working days. 


Most of my Executive Coaching clients are senior leaders from a range of business sizes and sectors. The reasons for executive coaching are often triggered by significant change that is happening or about to happen in the working environment, providing challenges and opportunities to 'stretch' and adapt to the evolution of roles, teams, departments, the business itself and the wider world outside. 

My professional credentials

  • Over twenty years of regular and practical experience in coaching individuals, groups and teams.
  • Skilled and established in providing coaching skills training and observational feedback to others up to a senior level in a variety of businesses.
  • Fully accredited as an Executive Coach and Leadership Mentor to level 7 by the Institute of Leadership and Management with over one thousand coaching hours 
  • Four years as lead in-house coach, working up to board level with individuals and team
  • Accredited Senor Coach Practitioner by the European Coaching and Mentoring Council
  • Certified and Accredited Coach Supervisor

My approach to being a Professional Executive Coach

  • To abide by the AoC Ethical Code of Practice
  • To contract systemically, which means agreeing the scope of the coaching assignment with at least one coaching sponsor in the workplace and being mindful of the individual client within the organisational system
  • To coach my clients with their wider operational environment in mind, including their wellbeing and aspirations
  • To be a trusted confidant, thinking partner and a sounding board
  • To engage clients by listening, exploring, reviewing and providing feedback
  • To be a supportive and tactical enabler, to trigger and sustain change
  • To commit to my own continuous professional development through one to one and group supervision for both executive coaching and working with teams

Coaching services are provided virtually at this time, unless walking and working outside.

Research carried out and published in 2012 by ACTIONcoach identified the following benefits to the companies that provided executive coaching:

- Productivity (reported by 53% of executives)
- Quality (48%)
- Organizational strength (48%)
- Customer service (39%)
- Reducing customer complaints (34%)
- Retaining executives who received coaching (32%)
- Cost reductions (23%)
- Bottom-line profitability (22%)


The Leadership Coaching I provide is mainly to managers within their first five to ten years of management experience. Depending on the experience of the manager and the extent of their leadership training, the coaching programme may also include some leadership mentoring. Leadership coaching is designed to fulfil the development needs of the individual coaching client and usually also their sponsor. The needs will normally be aligned, in the interest of enabling the coaching client to transition through the changes that are being experienced and/or anticipated in the near future and to create opportunities for transformational shifts in self awareness, awareness of others and their capacity to show up with authority, presence and impact.
As for Executive Coaching, the themes for coaching will emerge from personalised discussions with a systemic outlook: Coaching to benefit the executive client, their senior team, the business and the stakeholders beyond, in the context of continuous change.


If you are interested in discussing team development, please call me. I believe a team is ready for coaching when at least five of the factors below are of significant importance, however the style of intervention for the team needs to be appropriately gauged.

I’ve worked with well over two hundred teams and every team is different.
In my experience, team development incorporates a combination of different approaches, in response to the needs of the team in its function and the team leader and its members.  Approaches may include training the team, observing and facilitating team meetings, facilitating off-site strategic sessions and teambuilding events; coaching individual team members, coaching the team, enabling and supervising peer-group coaching, etc. etc. I specialise in a range of interventions and I use diagnostics to enable a team (and its stakeholders) to evaluate and then focus on its development with precision and commitment, in the context of the system in which the team belongs and serves. 

My approach to being a professional Team Coach

  • To work within ethical guidelines
  • To coach/mentor the leader
  • To contract with the team for a bespoke team development assignment
  • To diagnose team effectiveness and readiness for working together
  • To enable the team to help itself
  • To facilitate a tactical approach to achieving outcomes from synergy between team members and a focus on shared goals

Please make contact with any enquiries and let's start the conversation.


Call: +44 (0)7920 595264