For many people the performance appraisal ranks as one of the most unpleasant aspects of their job, as well as the most pointless. A recent study by Investors in People found that around a third of e...

Ideally there will be a clear brief to me and the prospective coachee about why the organisation has suggested that they might benefit from my coaching. However this is not always the case. So for me ...

There are things that we can do ourselves that can help and there are also things that we can encourage our coachees to do or consider. For us as coaches, we should plan and prepare ourselves as we...

With increasing competition in the job market, it is even more important than before that you are able to clearly convey your skills and capabilities during a job interview. If you haven’t attended...

Many organisations have clear processes and guidance to help their staff prepare personal development plans. But what it you work for a manager that doesn’t value personal development or for a small ...

What is it the C.O.A.C. H. process has to offer them? No two leaders are the same - they all have their own unique recipe for success. I provide a focus on the self-awareness of the coachee – helpin...

Can you provide effective coaching to leaders of teams? Do successful leaders need it anyway and if so how can it help them? We need first to look at the nature of effective leadership, what it is ...

Not so long ago, many organisations compiled confidential lists of their “Top Managers” or “High Potentials”. People on the lists didn’t know that they had been ear marked for future greatness and th...

Retaining talent is a serious issue for many organisations. Each time a talented manager or member of staff leaves, they take valuable knowledge an expertise with them. But why do some organisations...

I am often asked whether a line a manager can manage his people effectively and also be a coach to them at the same time. In theory this sounds like a fairly straightforward and expedient role for m...

There must be times, circumstances or people for whom coaching is not the right solution. When are these and how can we spot them? Circumstances where coaching is not the right solution are when a pe...

Communication is probably the most important skill a manager can have, but sadly many fail to recognise the impact their poor communication skills have on their team and colleagues. If you or someone...

Briefing teams and presenting to others might be a key management task, but is it is also one of the most disliked responsibilities. If you struggle to present your views clearly to others try using ...

One interesting and important thing that I learned in my early days of coaching arose as a by product of the coaching process itself. It came out of one of my early coaching relationships with a Chief...

Inevitably we take our personality along with us into any coaching relationship. We cannot avoid this unless we decide to behave or act in a way that is fundamentally different fro our core personali...

Ultimately the answer to the question ‘what benefits can I expect from developing my managers?’ lies in the answer to two other questions: 1) What is the business/organization striving to achieve?...

There is an acronym that all businesses and organisations should remember – the 3P’s. People before Product (or service) before Profit (or performance). In other words, if you ensure your that...

I have been asked this question by some of the people I have been coaching and I have found it a tricky one to answer. This is because of various factors that affect the likely success of this activit...

What do you say if someone that you are coaching suggests that you should also be coaching their boss, or even be coaching their boss instead of them! If you take this sort of request at face value t...

There is a big difference between having a talent, for example, being able to do mental arithmetic and being considered as “talent” by an organisation. This is because the definition of talent has tw...