Coaching and Facilitated Learning

People achieve what they want to, through their own thinking, with some structured help.

NB All coaching engagements start with referral from people I know, or are with people who I have come to know from a different context.  This helps ensure that there’s a useful fit between me and the person I am working with.  This is important as I am not a qualified executive coach; I have a lot of experience bringing models and ideas to bear to help people in their thinking but I don’t have the formal coaching skillset, nor am I a qualified psychological counsellor.

Examples of situations where my coaching can add value:

  • People with high potential who are stuck because of one or two specifics and who need help to achieve the next level
  • People who have entered a significant role, perhaps in a different sector or at a new level of seniority, and who need to adapt quickly
  • People with technical backgrounds who have taken on management roles and who will benefit from help with that transition
  • People who want help to think through and make a career change

Examples of situations where my facilitated learning can add value:

  • Groups of people going through a shared change, or the same type of change in different places (eg Leadership of a Digital Agenda)
  • Groups of people who want better to understand the underlying principles, practices and ethos of local government

Recent Experience:

  • Facilitated sessions on digital leadership: on behalf of the LGA for elected members and on behalf of MHCLG for senior officer leaders
  • Career resetting and obtaining a new role – for distance reasons we did this entirely via Skype
  • Other 1-1 coaching examples.


  • Years of experience of coaching both informally and formally,  most formally when at at a major Leadership firm
  • Reflective personal experience of sector and promotion transitions, plus support to many who made these transitions as part of senior headhunting placements.