Leadership Coaching

Coaching is a collaborative relationship that supports and facilitates the performance, learning, professional and personal development of individuals who have managerial authority and responsibility in an organisation. It is a solutions-focused process based on careful listening and skillful questioning, to accomplish desired goals, fulfill potential and create positive, sustainable behavioural change.

My approach as a coach is characterised by:

  • Clarifying and focusing on the personal and professional changes required to deliver on the business outcomes you are responsible for
  • Identifying and working towards outcomes that you help create, which reflect organisational context, values and goals
  • Analysing areas for professional and personal development using tools such as Harrison Assessment. These provide indicators of where you can improve your performance in current or future roles as a manager and leader.

Each coaching program and session begins with agreement about which aspect of professional life would be most valuable to explore and develop. Your choice would be guided by organisational requirements and current professional challenges.

Coaching is not counselling or consulting. The client is expected to take responsibility for their focus and engagement with the coaching process including being open to change and keeping agreements.

As a member of the International Coach Federation and a professional member of the Career Development Association of Australia, I abide by their ethical codes in my professional practice.

Coaching methodologies and frameworks provided include:

  • Myers Briggs Type Indicator (MBTI) & Strong Interest Inventory: These are tests undertaken by a participant followed by a minimum one hour debrief on the results. These are sometimes useful as an adjunct to coaching to improve self-awareness. The initial debrief can be to an individual or a group.
  • Harrison Assessment: This assessment matches the individual’s responses to their level of fitness for a current or future role. It is especially useful when a person is struggling or adjusting to a new role. The test is followed by a minimum three hours of debrief and action planning. An initial debrief can be undertaken as a group coaching session.

Contact Ann