Higher Motivation

Keep your talent motivated and supported, so they work better through others.

Effective Relationships

Better communication skills in managers so they can lead and make change happen smoothly.

Growing Talent

Commit in your people, reduce the cost and reputation damage of churn and loss of talent.

Support and Motivate Your Middle Managers

Your middle managers are the beating heart of your organisation.

They hold the key to implementing change by working through their teams and collaboratively with others, inside and outside your organisation.

The future senior leaders of your organisation are here and they need your help to stay motivated and feel supported.

Without your support, through private coaching, your middle management talent may leave the business. This loss of talent often has a knock-on effect, with peers and their team members also leaving. Reducing churn and retaining middle management talent is a vital investment.
My aim is to support you in empowering your middle managers into effective change makers who are the valued source of top-class talent for your future senior leadership teams.

Start by scheduling your consultation session.
And together we'll work out the combination of programmes your organisation needs.

Schedule Your Call

Support and Motivate Your Middle Managers

Your middle managers are the beating heart of your organisation.

They hold the key to implementing change by working through their teams and collaboratively with others, inside and outside your organisation.

The future senior leaders of your organisation are here and they need your help to stay motivated and feel supported.

Without your support, through private coaching, your middle management talent may leave the business. This loss of talent often has a knock-on effect, with peers and their team members also leaving. Reducing churn and retaining middle management talent is a vital investment.
My aim is to support you in empowering your middle managers into effective change makers who are the valued source of top-class talent for your future senior leadership teams.

Start by scheduling your consultation session.
And together we'll work out the combination of programmes your organisation needs.

Schedule Your Call

Support and Motivate Your Middle Managers

Your middle managers are the beating heart of your organisation.

They hold the key to implementing change by working through their teams and collaboratively with others, inside and outside your organisation.

The future senior leaders of your organisation are here and they need your help to stay motivated and feel supported.

Without your support, through private coaching, your middle management talent may leave the business. This loss of talent often has a knock-on effect, with peers and their team members also leaving. Reducing churn and retaining middle management talent is a vital investment.
My aim is to support you in empowering your middle managers into effective change makers who are the valued source of top-class talent for your future senior leadership teams.

Start by scheduling your consultation session.
And together we'll work out the combination of programmes your organisation needs.

Schedule Your Call

Go Women LeadersCoaching Support for Your Middle Managers

One-to-one and group coaching programmes tailored around your people and your organisation.
I work with corporate clients in finance, consulting, law, technology, media or science organisations with a dynamic, competitive culture.

My coaching programmes and group workshops are confidential and private. With external one-to-one coaching, discussions are limited to the two of us - there is no risk of leaks, no conflict of interest, no judgement and no gossip. With group sessions, the sharing and mutual support strengthens the camaraderie and relationships
between peers. Either way, the aim is to expand the skills and capabilities of your middle managers to work effectively with others in your organisation.

Go Women LeadersCoaching Support for Your Middle Managers

One-to-one and group coaching programmes tailored around your people and your organisation.
I work with corporate clients in finance, consulting, law, technology, media or science organisations with a dynamic, competitive culture.

My coaching programmes and group workshops are confidential and private. With external one-to-one coaching, discussions are limited to the two of us - there is no risk of leaks, no conflict of interest, no judgement and no gossip. With group sessions, the sharing and mutual support strengthens the camaraderie and relationships
between peers. Either way, the aim is to expand the skills and capabilities of your middle managers to work effectively with others in your organisation.

Go Women LeadersCoaching Support for Your Middle Managers

One-to-one and group coaching programmes tailored around your people and your organisation.
I work with corporate clients in finance, consulting, law, technology, media or science organisations with a dynamic, competitive culture.

My coaching programmes and group workshops are confidential and private. With external one-to-one coaching, discussions are limited to the two of us - there is no risk of leaks, no conflict of interest, no judgement and no gossip. With group sessions, the sharing and mutual support strengthens the camaraderie and relationships
between peers. Either way, the aim is to expand the skills and capabilities of your middle managers to work effectively with others in your organisation.

Newly Promoted Middle Managers

In role for 6 months to 2 years

This is a critical time for newly promoted managers as they shift from doing to delegating, and from being in total control to solving problems and achieving through others. This can be tough.

There's flak because new managers are more visible and often under pressure from life events too. This combination can undermine confidence and effectiveness. This is when coaching can help develop effective communication skills with seniors, teams, peers, and clients so they can deliver results with credibility and make change happen.

Let’s Discuss – Schedule Your Call

Newly Promoted Middle Managers

In role for 6 months to 2 years

This is a critical time for newly promoted managers as they shift from doing to delegating, and from being in total control to solving problems and achieving through others. This can be tough.

There's flak because new managers are more visible and often under pressure from life events too. This combination can undermine confidence and effectiveness. This is when coaching can help develop effective communication skills with seniors, teams, peers, and clients so they can deliver results with credibility and make change happen.

Let’s Discuss – Schedule Your Call

Experienced Middle Managers

In role for more than 2 years

These are your people who keep the wheels turning whilst coping with big day-to-day pressures from others, including senior managers, members of their own teams and peers in other departments. They are also on the ground working with clients and external stakeholders.

These experienced middle managers are your source of future senior leaders. Coaching can help develop their resilience and resourcefulness and rekindle their drive and motivation. It can build on their knowledge and expertise to push boundaries, create opportunities, and leverage relationships in preparation for their upward paths.

Let’s Discuss – Schedule Your Call

Rapid Growth Company Middle Managers

Dealing with growing pains

These managers are dealing with people in their teams unsettled by the change, disruption and uncertainty caused by rapid business growth.

Coaching can help your managers provide a stabilising influence as they work with clients and others inside the organisation, and manage teams unsettled by the pain of change and constantly evolving ways of working. Coaching support can increase their ability to motivate, inspire and communicate through others. It will also develop their skills in reaching consensus to facilitate growth.

Let’s Discuss – Schedule Your Call

Newly Promoted Middle Managers

In role for 6 months to 2 years

This is a critical time for newly promoted managers as they shift from doing to delegating, and from being in total control to solving problems and achieving through others. This can be tough.

There's flak because new managers are more visible and often under pressure from life events too. This combination can undermine confidence and effectiveness. This is when coaching can help develop effective communication skills with seniors, teams, peers, and clients so they can deliver results with credibility and make change happen.

Let’s Discuss – Schedule Your Call

Experienced MiddleManagers

In role for more than 2 years

These are your people who keep the wheels turning whilst coping with big day-to-day pressures from others, including senior managers, members of their own teams and peers in other departments. They are also on the ground working with clients and external stakeholders.

These experienced middle managers are your source of future senior leaders. Coaching can help develop their resilience and resourcefulness and rekindle their drive and motivation. It can build on their knowledge and expertise to push boundaries, create opportunities, and leverage relationships in preparation for their upward paths.

Let’s Discuss – Schedule Your Call

Experienced Middle Managers

In role for more than 2 years

These are your people who keep the wheels turning whilst coping with big day-to-day pressures from others, including senior managers, members of their own teams and peers in other departments. They are also on the ground working with clients and external stakeholders.

These experienced middle managers are your source of future senior leaders. Coaching can help develop their resilience and resourcefulness and rekindle their drive and motivation. It can build on their knowledge and expertise to push boundaries, create opportunities, and leverage relationships in preparation for their upward paths.

Let’s Discuss – Schedule Your Call

Rapid Growth Company Middle Managers

Dealing with growing pains

These managers are dealing with people in their teams unsettled by the change, disruption and uncertainty caused by rapid business growth.

Coaching can help your managers provide a stabilising influence as they work with clients and others inside the organisation, and manage teams unsettled by the pain of change and constantly evolving ways of working. Coaching support can increase their ability to motivate, inspire and communicate through others. It will also develop their skills in reaching consensus to facilitate growth.

Let’s Discuss – Schedule Your Call

Rapid Growth Company Middle Managers

Dealing with growing pains

These managers are dealing with people in their teams unsettled by the change, disruption and uncertainty caused by rapid business growth.

Coaching can help your managers provide a stabilising influence as they work with clients and others inside the organisation, and manage teams unsettled by the pain of change and constantly evolving ways of working. Coaching support can increase their ability to motivate, inspire and communicate through others. It will also develop their skills in reaching consensus to facilitate growth.

Let’s Discuss – Schedule Your Call

Questions I Get Asked

Why should we invest in an external coach? Can we use our own people instead?

A coach from outside the company is dedicated to the individuals solely, their development, their needs. Coachees have a fully confidential space to work through not only their fears and inner conflicts, but also to lay out their true ambitions.

With a coach or mentor from within the company, there tends to be a limit to how completely vulnerable and truthful coachees can be about their insecurities and what they really want, deep from their core. Quite often, there are conflicts of interest and coachees fear how this affect their personal brands.

A coach will help your managers evaluate from all perspectives, broaden their views, be their sounding board from a neutral, risk-free place and with zero judgment.

Coaching seems like a big investment. How do we know if it is worth it?

Consider the cost of losing and trying to replace your organisation's distinctive capabilities. I believe middle managers are critical in getting things done and making change happen in the organisation. They also represent the company on a day-to-day basis. They need to establish credibility and be able to influence. This means how to project confidence, be heard, leverage relationships, build sponsorship and network, be assertive and grow gravitas, particularly as they grow towards senior levels. A coach will shift their mindsets, reignite their motivation, unleash their potential... and you keep your talent pipeline for the business in a healthy place.

How do I know who is the right coach for my managers?

The key factor in choosing your coach is chemistry: will your people feel comfortable revealing their insecurities and ambitions to their coach. The best way to find out is to book a consultation.

Schedule Your Call

Questions I Get Asked

Why should we invest in an external coach? Can we use our own people instead?

A coach from outside the company is dedicated to the individuals solely, their development, their needs. Coachees have a fully confidential space to work through not only their fears and inner conflicts, but also to lay out their true ambitions.

With a coach or mentor from within the company, there tends to be a limit to how completely vulnerable and truthful coachees can be about their insecurities and what they really want, deep from their core. Quite often, there is a conflict of interest and coachees fear how this affects their personal brands.

A coach will help your managers evaluate from all perspectives, broaden their views, be their sounding board from a neutral, risk-free place and with zero judgment. Quite often, there are conflicts of interest and coachees fear how this affect their personal brands.

Coaching seems like a big investment. How do we know if it is worth it?

Consider the cost of losing and trying to replace your organisation's distinctive capabilities. I believe middle managers are critical in getting things done and making change happen in the organisation. They also represent the company on a day-to-day basis. They need to establish credibility and be able to influence. This means how to project confidence, be heard, leverage relationships, build sponsorship and network, be assertive and grow gravitas, particularly as they grow towards senior levels. A coach will shift their mindsets, reignite their motivation, unleash their potential... and you keep your talent pipeline for the business in a healthy place.

How do I know who is the right coach for my managers?

The key factor in choosing your coach is chemistry: will your people feel comfortable revealing their insecurities and ambitions to their coach. The best way to find out is to book a consultation.

Schedule Your Call

Questions I Get Asked

Why should we invest in an external coach? Can we use our own people instead?

A coach from outside the company is dedicated to the individuals solely, their development, their needs. Coachees have a fully confidential space to work through not only their fears and inner conflicts, but also to lay out their true ambitions.

With a coach or mentor from within the company, there tends to be a limit to how completely vulnerable and truthful coachees can be about their insecurities and what they really want, deep from their core.

A coach will help your managers evaluate from all perspectives, broaden their views, be their sounding board from a neutral, risk-free place and with zero judgment. Quite often, there are conflicts of interest and coachees fear how this affect their personal brands.

Coaching seems like a big investment. How do we know if it is worth it?

Consider the cost of losing and trying to replace your organisation's distinctive capabilities. I believe middle managers are critical in getting things done and making change happen in the organisation. They also represent the company on a day-to-day basis. They need to establish credibility and be able to influence. This means how to project confidence, be heard, leverage relationships, build sponsorship and network, be assertive and grow gravitas, particularly as they grow toward senior levels. A coach will shift their mindsets, reignite their motivation, unleash their potential... and you keep your talent pipeline for the business in a healthy place.

How do I know who is the right coach for my managers?

The key factor in choosing your coach is chemistry: will your people feel comfortable revealing their insecurities and ambitions to their coach. The best way to find out is to book a consultation.

Schedule Your Call