Coaching FAQs

Process coaching is suitable if you have a specific outcome you want to achieve and you want to work on it in a way which also helps you to develop more insight into how your thoughts, feeling and behaviours help or get in your way.

Because Process Coaching is a collaborative and relational process, we co-create a partnership focused on you and your needs. To determine whether this coaching approach is right for you ask yourself:

  • Do I find it valuable to collaborate?
  • Do I want another point of view?
  • Do I want to be asked to consider different and/or new perspectives?
  • Am I willing to invest the time and resources real change in my life will require?

If the answer to these questions is yes, then process coaching may be a good way to manage your personal growth and development.

Please contact me directly to discuss the fee for assessment and subsequent session costs. Fees are normally paid in advance electronically by Bank Transfer or Pay Pal.  However I also accept cheques and cash.

The way we work together and how long we work for will be led by your needs, not a specific timetable, set of steps or techniques.

I work via skype and face-to-face; wherever possible I try to meet you at least once face-to-face and preferably this happens at the mutual assessment.

You might choose to focus on a specific issue, in which case we might agree to work for just the initial cycle of 6 sessions plus 5 catch-up calls distributed between the full-length sessions (all covered by the fee). Alternatively you may feel you’d like support with something longer-term.

You may not be sure what you need or how long you may want coaching support. Don’t worry – the process is led by what you require.

We would first meet for a 90-minute session to figure out whether Process Coaching is for you and if we are a good fit. This initial meeting is a mutual assessment at the end of which we discuss whether you and I want to work together. We would then agree a contract an initial cycle of 6 coaching sessions each lasting a minimum of 90 minutes but may be as long as 120 minutes. Catch-up calls last 20 minutes.

The frequency of the coaching sessions depends on you, your situation and needs. Normally we would meet every 4 – 6 weeks but some of my clients prefer a session every 2 weeks because the need for change is urgent i.e. change in career or life circumstances.

My experience is that together we’ll be able to figure it out as the process unfolds.

For individual and small groups I have comfortable, discreet, consulting rooms close to Birmingham City Centre. The rooms have secure access and excellent public transport links including bus and rail; they are within a short walking distance of car parks.

I have been a coach since 2002 (11 years) and have worked with coachees in the UK and abroad.

I have an MA and clinical background in Gestalt Psychotherapy and a background in applied research in the area of learning in intimate situations (coaching and mentoring).

There are numerous reasons why individuals, teams and organisations choose to work with a coach, these include:

Change: Facing a changing situation within ones control e.g. planning to change your job or something significant in life.  Managing change beyond ones control e.g. redundancy at work or a breakdown in relationship.  Planning change in a pro-active way e.g. career change or retirement; responding to sudden or massive change.

Risk: There is an urgent need to tackle something which is high stake e.g. a challenge, opportunity, unforeseen change in a situation etc.

Gaps: a gap has been identified e.g. In knowledge, skills, confidence, capacity etc;

Aspiration: the person / team want to amplify, accelerate and/or augment a strategic task or result;

Conflict &/or Resistance: more energy is being invested in managing conflict / resistance than on productivity resulting in below-par performance

Impasse: a lack of clarity, sense of limited scope or choice leaves people feeling stuck and unable to mobilise their innate creativity.

Success: the pace and/or scale of success achieved by an individual or group becomes problematic;

Work: life balance is out of kilter leading to unwanted or detrimental consequences

Awareness: the person or group cannot put their finger on their core strengths and how best to leverage them.

Wellness: a person or group understand the link between wellbeing, productivity, creativity and innovation but does not yet know what this looks and feels like in practice for them.

Coaching works because “you work it”, when coaching works well, the results are often far more surprising than the outcomes imagined at the start.

Coaching works when you are your word to your self – you take the actions you said you would, you reflect on the results and their impact on your, you make time to think through what’s next.

The coaching session is not the magic bullet – coaching will not work if you do not work on yourself and your goals between sessions.

Sometimes people hit a wall or experience a set-back and believe that coaching is not working; the key at this point is use the coaching to try something new and different which shifts you out of the groove and helps you to learn more about yourself in the face of risk and challenge.

The way that coaching works depends on you, first and foremost, and the co-created partnership between you and your coach;

Focus-on yourself whether you are being coached in 1-to-1 or group situations. If I boiled it down to three things, you need:

  • Compassion for self and others
  • Courage to honestly engage in continual self-examination and to explore internal and external obstacles.
  • Commitment to investing time, resources and yourself in your development even in the face of setbacks.

The longer list of what caching demands of people includes:

Observation: Noticing your behaviours and communications with others.

Communication: becoming aware of how you listen and communicate beyond words (your habitual verbal and non-verbal communication styles and preferences)

Discipline: open and curious reflection on your existing attitudes, beliefs and behaviours and to develop new ones which serve one’s goals in a superior way.

Emotional Intelligence: curiosity and awareness of your current emotional responses and styles in order to develop more awareness and authenticity in this regard.

Decision Making: full and honest disclosure to yourself and your coach about what is helping or stopping you in your decision making.

Action & Reflection: willingness to develop awareness about how you decide when to act and when not to act, including exploring personal insecurities

Responsibility: critical awareness about how you mobilse yourself or get in your own way.

Support: internal and external support which enables you to focus on the learning, reflection and actions you commit to as part of your coaching.

I work with individuals, teams and organisations.

The people I have worked with range from private individuals through to company employees, people in talent & leadership development programmes, other coaches and senior executives in international organisations. They have come from the arts, public sector, NGO’s and large commercial organisations.

More recently I have also been working with small groups (up to 6 people per group) who want to align group processes (Action Learning Sets) with individual support – they meet as an Action Learning Set and in between also have personal coaching sessions and individual catch-up calls.