Support people through major change and accelerate their career progress


1:1 Coaching programmes

Coaching is a powerful enabler for women who are facing a change, challenge or opportunity. This can be a time when they re-consider their career options and potentially leave an organisation. Coaching can help people to feel supported and recognised in their efforts to take on a new role, step into leadership, overcome a block or crisis in resilience and work through life transitions.

We offer flexible, tailored programmes to meet specific development objectives such as relationship management, increasing confidence and resilience, opening up creativity and developing management/leadership skills. Or we can work with you to develop specific programmes for individuals reaching key transition points.


Some example programmes are:

Maternity/Paternity coaching

This programme can be offered to both men and women to support them through parental leave. There are three key stages:

  • Defining what’s important to the individual at work and what needs to happen before parental leave
  • Making the best of parental leave and preparing for a confident return to work
  • Managing the transition back to work well, finding support and continuing to develop/perform

We suggest that line managers are involved in the first and last sessions to collaborate on goal setting, career planning, feedback and support to coachees. We recommend a flexible approach during the parental leave/return period so that the appropriate level of support is given to enable a successful re-entry.

From manager to leader

The move from manager to leader or senior leader is often the most challenging role shift anyone will make. People often feel badly equipped and underprepared –  imposter syndrome strikes.

We offer a leading diagnostic tool: Emotional Capital Assessment for Leaders to help inform a coaching programme of 6 – 8 sessions, based on individual needs. This can help people get up to speed much quicker, with increased confidence and impact. Elements can include:

  • Understanding the difference between being a manager and leader
  • Understanding and developing a unique leadership style based on personal strengths, values, and behavioural qualities
  • Building confidence and overcoming negative thought patterns and behaviours
  • Claiming a place at the table and being heard
  • Developing skills and tools for managing resilience
  • Prioritising and time management
  • Managing relationships to develop influence and work through conflict
  • Flexing leadership style to meet the needs of different people and situations

Redundancy and moving on

There are times when the strategy or circumstances of the organisation change and an individual’s role becomes redundant. Supporting people effectively through this change is an important part of completing a contract, and maintaining a positive culture.

There are five steps:

  1. Understand what’s important, what they want and how they perform at their best
  2. Uncover and access unique talents, knowledge, skills and experience
  3. Understand the role and work environment that enables them to flourish
  4. Preparing for change – create a vision for the future, identify and assess opportunities
  5. Make the change happen – networking, CV and biography, preparing for interview and success in the new role

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