Blog Archives

How to implement a coaching culture, and why bother?

There is much talked and written about a coaching culture within organisations, but what does this actually mean in practice, what are the benefits and what are the essential steps? Based on my experience and research here are my top tips for implementing a coaching culture.

What is a coaching culture?

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The rise and rise of the toxic culture.

Have you noticed a rise in toxic cultures? Sometimes I feel helpless as a coach, that there is nothing I can do or say to support a coachee. I’ve noticed this feeling recently when I’ve been working with people struggling to preserve their own health and wellbeing in the face of increasing pressure from demanding managers or when experiencing poorly communicated or flawed decisions.

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How does the choice of your words impact on your actions?

“This is the biggest change in the history of the division, to ensure that the business is scalable,” said the coachee describing his vision for a restructuring. This restructuring was being communicated internally as an ‘evolution’, but the actions of the coachee didn’t match the importance of this task as there was no project plan to turn the vision into reality.

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Alex Ferguson: The greatest leader of all time.

Is Alex Ferguson the greatest leader of all time? Well this is the opinion of a Harvard Business School Professor and former Prime Minister Tony Blair. In a fascinating documentary, Nick Robinson, BBC correspondent, reported on Sir Alex’s leadership as he presented to students at London Business School (LBS) with Professor Anita Elberse.

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Who sees the change after leadership coaching – not me!

In an interesting article in the September 2015 edition of the International Coaching Psychology Review, Doug MacKie describes the perceived impact of coaching assessed using 360-degree feedback before and after coaching. The results found a significant difference in perceived transformational leadership behaviour after coaching, however, this was assessed differently based on the level of rater within the organisation.

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Like a compass or an arrow? Part 2 – directive versus non-directive coaching

I would like to thank Angela Dunbar for the insightful blog last week on non-directive coaching, introducing the notion of the ‘arrow or compass’. In this week’s blog I respond and build on Angela’s ideas and the value of the arrow.