Professional Coaching & Workshops

In today's highly competitive and rapidly evolving business landscape, the development of leadership, teams, and culture within organisations has become increasingly essential. Effective leadership fosters an environment where individuals can work collaboratively and strive towards shared goals, while a strong team dynamic ensures that employees are engaged and motivated to contribute their best efforts. Furthermore, a positive organisational culture helps to cultivate a sense of belonging and pride, which can significantly impact productivity, innovation, and employee retention. Thus, investing in these areas is critical to the long-term success and sustainability of any business.

Workshops

Communication Skills

Building Resilience

Team / Relationship Dynamics

Finding Balance

"Tom came to our company offsite and ran a communication skills workshop with the whole team. He quickly built trust and connection with everyone, and presented the topic in an easy to understand way. He got us actively involved in self-reflection and team discussions. I am really grateful for the experience, learning and the tools that we all took away from the day." - Max Laemmle

Workshops are tailor made and adapted to meet the specific needs of your business and your teams. They vary from two hours to multiple days. I offer these workshops anywhere in the world.

Please get in contact to discuss your needs and outcomes.

Executive Coaching

Executive coaching is a tailored development process for business leaders and executives. It focuses on enhancing their leadership and management skills. This process is often collaborative. As a professional coach, Tom will supports and guides senior leaders in setting and achieving specific, personalised goals. These goals are aligned with both their individual growth and the organisation's strategic objectives. Unlike traditional training methods, executive coaching is highly individualised. It addresses unique challenges and opportunities faced by each leader. The aim is to foster a deeper understanding of oneself, enhance decision-making skills, and improve interpersonal effectiveness. This process often leads to significant improvements in performance, both for the senior leader and their team. Moreover, it can be a powerful tool for personal transformation, contributing to the overall health and success of an organisation.

Leadership Development

Create an organisation that people thrive in; that supports your people to support the ambitions of the organisation - such as growth, stability and resilience. Focus on adapting how you lead (how you show up as a leader) as well as what you lead (what it is that you do as a leader).

+ Unlock your organisation's growth

+ Develop a culture that supports your people

+ Understand how to develop further as a senior leader

+ Support and develop your teams

+ Align people and business values with reality

+ Get support from an objective and trusted 3rd party

+ Get clear on what your people need from you

+ Enable your people to support and develop your business

+ Develop more effective relationships

+ Engage in better conversations and enable more powerful dialog in your organisation

This is a comprehensive and customised approach designed to support leaders and business owners develop their leadership skills, adaptability and style as needed by their organisation. It is an opportunity to evolve and transform your leadership. The key to this approach is for senior leaders and senior leadership teams to develop a skilful approach to how they show up based on the competing needs of the situation, the people, the business. Leaders and leadership teams will receive tailored 360 feedback from their organisation, as well as exploring tools and insights relating to their leadership.

The approach also offers the opportunity to explore the wellbeing of the organisation and the current culture. From this, actionable insight and support will be made available to help senior leadership understand what is needed from them to enable the whole organisation to feel supported and to deliver success.

Select any of the tabs below (numbers relate to the stages in the process diagram above) to explore the stages in more detail. Click here to contact me to discuss any of this further.

Initial discussion and project alignment

This is the initial stage once we have agreed to work together and all the administrative contracting is complete. We will explore where your pain points are, how you view your culture at the moment, where your blind spots are, and what outcomes you believe you are seeking at this stage. These may change during the project as we discover, together, what the reality is within your organisation, for your people and for your senior leadership team. At this point we will also engage with the other members of your senior leadership team to understand their points of view and their needs. Stage 1 sets the ground and the scene to move forward confidently into this project.

Organisational Wellbeing & Culture Assessment

In this stage, your whole organisation will be asked to respond to a brief anonymous survey. This survey will assess their views on the wellbeing and culture within the business. This can be supplemented with short (anonymous) interviews with a number of the people throughout your organisation.

The survey will also get a sense of how important it is for your people that things change. The results may highlight any of the important aspects that influence wellbeing and culture such as stress, sense of belonging, feeling valued, autonomy, wellness, pressure etc. The assessment can be tailored to the needs of your business and your people. There are general metrics that should be measured, but it might be important for you to also know how people feel about reward, community impact, career growth, quality, timeliness etc.

Debrief and 360 feedback preparation

This is the point where we look at the results from the organisation wellbeing assessment and get a sense of what your people and business needs from you in terms of leadership to take your organisation from where you are today to where you want to be. This may be a wake up call in terms of the levels of stress and the issues relating to culture, or it could be a chance to affirm where you thought the people and culture side of the organisation is at. Either way, the valuable information that comes back will inform how we setup the 360 feedback process, and what questions we ask. This will ensure you get the feedback you need to grow yourself and your business in line with the needs of your people and your business.

Debrief and development objective setting

At this stage you will have the feedback from your people helping you to know in which areas you are underusing, overusing or getting your leadership skills just right. With this data, plus the answers to open questions, this anonymous feedback will give you clear guidance on what you can do to develop your leadership to support your people, culture and business. Using this unique insight, together we will set the personal development goals for each member of your senior leadership team. It is your chance to set the course for the next 3 to 12 months of leadership development.

As part of this process you have the option of several additional assessments to help you really get a clear picture of what your development areas need to be. Assessments such as DISC, Clifton Strengths, EQ Profile and the Enneagram may be used in a tailored way to achieve this. The results of these assessments will feed directly into your personal leadership development plan to support the overall success of this work

360° feedback process - leadership and culture

360° feedback is an incredibly valuable tool for any leader at any level in an organisation. It is a great tool for giving leaders clear feedback from their peers, employees and managers. It creates strong motivation and specific focus to improve skills, culture and performance. The purpose is to assist leaders to understand their strengths and weaknesses and to contribute insights into aspects that could benefit from professional development. We will develop a customised 360° feedback process that addresses the specific needs of your business, including your leadership and the culture of your organisation. 360° feedback, when managed well, provides an excellent platform on which to build a development plan for leaders. One of the aspects of the 360° will be to use a scale that rates your leadership in terms of skills that are underused, overused or used just right. The advantage of this is that you know exactly how you need to adapt, and that this is specific to your people in your business. In my experience this is much more powerful than a simple rating from 1 - 5. For example, one of the questions asked is around your ability to take charge - do you do this too much, too little or are you getting it just right for your people:

Individual leadership coaching, team coaching and objective tracking

Coaching will focus on your individual leadership development goals, and how you support each other within the senior leadership team to evolve together in support of your people and your business. We will track your development goals, getting simple yet effective ongoing feedback from your people as to how you are doing over time. The tracking will be specific to your development goals as well as to the overall wellbeing and culture within your business.

Debrief and impact analysis

As we go through this process together, it is helpful to have time to step back and assess where you have got to. At the end of the initial coaching period, there will be a chance to debrief the development work you have done so far and to look at the impact you are having on your people and business. This is a fantastic opportunity to take stock, to celebrate your progress and to look towards the future.

Discussion of next steps

By this point you should have made major shifts in how you lead, which should have started to have measurable positive impact on your people and business. It's now time to decide if you want or need ongoing support, and what that support will look like. There are many options to consider at this stage. It may be that you have achieved everything you set out to and can focus on getting you job done. It may be that you want to achieve even more, or to keep working on your development goals for longer. You may also see other areas in your own leadership, or in the company culture, that can be developed to support your people and your business even more.

Optional ongoing support

Whatever you decide you want in the way of ongoing support, I will be here. Culture has become a key differentiation between businesses for employees and leaders. With the current pace of change, the hunger for entrepreneurship and independence, and the shift from office based to remote or hybrid working, the need to understand, track and positively develop culture within business is more important than ever.

To achieve this, leaders need to be aware of what culture is, how they are / can affect it both consciously and unconsciously, how they want the culture to be and how they can engage others in the business and their teams to support the movement towards a culture that supports the needs of the business as well as those working in the business.

The approach leads to outcomes based on two types of goals:

Task oriented goals are the things that the leaders need to get done in order to support the people and business that they are leading. Developmental goals are about personal development of the leader so that they are able to show up in a different way in their role as leader.

Team Coaching

In today's fast-paced, competitive business landscape, the importance of effective teamwork is undeniable. Team coaching has emerged as an essential tool to help teams unlock their full potential and achieve outstanding results. Below, we explore why team coaching is crucial for success, the positive outcomes it can bring, and how team coaching can be effectively implemented. As a leader, this can be difficult to do from within the team because you are a key part of the team itself. This is where team coaching comes into its own. Using a combination of models, assessments, one to one coaching and team coaching, team coaching will support you and your team members aspirations to be the best versions of yourselves possible.

Do your teams consistently deliver at or above target?
Are your teams sufficiently agile and resilient to adapt to shifting priorities and circumstances?
Is trust high within your teams and between your teams?
Can your teams handle internal and external conflict without avoidance or over-reaction?
Are you teams able to effectively operate within increasingly complex systems?
Are you teams the kind of teams that others look to and admire as the way to do things?

Team coaching is a collaborative process that helps a group of individuals work together more effectively, enhancing communication, decision-making, problem-solving, and overall performance. The reasons why team coaching promotes success include:

Fostering collaboration and trust: Team coaching encourages open communication, creating an environment where trust is established, and members feel comfortable sharing their ideas and opinions.
Unleashing team potential: Team coaching helps individuals recognize and leverage their unique strengths, resulting in a more engaged, motivated, and high-performing team.
Enhancing adaptability and resilience: In a rapidly changing world, team coaching equips teams with the skills and mindset necessary to adapt to new challenges and bounce back from setbacks.
Aligning team goals and vision: Coaching ensures that team members are on the same page, working towards a shared vision and common goals.

The benefits of team coaching are far-reaching and can lead to significant improvements in team performance and overall business success. Key outcomes include:

Improved communication: Team coaching helps team members develop effective communication skills, leading to enhanced understanding, reduced conflicts, and better decision-making.
Increased innovation and creativity: A supportive coaching environment encourages team members to share their ideas freely, fostering a culture of innovation and creativity.
Higher levels of employee engagement and satisfaction: Through team coaching, members feel valued and empowered, leading to increased job satisfaction and engagement.
Enhanced problem-solving and decision-making abilities: Team coaching equips teams with the tools and strategies to tackle complex challenges and make well-informed decisions.
Accelerated achievement of team and organizational goals: A well-coached team is more aligned, focused, and committed to achieving their objectives, contributing to the overall success of the organization.

Implementing team coaching involves a combination of techniques and approaches to ensure maximum effectiveness. Here are some best practices that we consider when approaching team coaching:

Set clear objectives and expectations: Establishing specific, measurable, and achievable goals ensures that team members understand the purpose of coaching and are committed to the process.
Create a safe and supportive environment: Encourage open communication and provide psychological safety, allowing team members to express their thoughts and concerns without fear of judgement or retribution.
Use a variety of coaching techniques: Utilise a range of coaching methodologies, such as group workshops, one-on-one coaching sessions, and experiential learning activities, to cater to different learning styles and preferences.
Monitor progress and adjust as needed: Regularly assess the team's progress towards their goals, providing feedback and adjusting coaching strategies as necessary to ensure continuous improvement.

Team coaching is an invaluable tool for developing high-performing teams that can thrive in today's competitive business landscape. By fostering collaboration, trust, and adaptability, and aligning team goals, coaching empowers teams to achieve remarkable results