Leadership Coaching

Our coaching uses a wide range of methodologies, noted above, as well as tools dependent on the coaching situation and client.  Emotional intelligence coaches not only facilitate change and success for clients directly through these techniques, but we also can teach the same coaching skills to clients for them to use to better lead, succeed and engage at work. Here are just a few examples of more detailed tools we use;

–EQ assessments – Revealing your detailed EQ scores and analysis are a powerful way to speed up and deepen the changes you need. Read more here.

–Emotional journaling – We show you how to nurture this daily practice & why it can make such a big difference during and after your coaching sessions.

–Remote-coaching – Though we’re based in London, United Kingdom and travel internationally, we utilise Zoom and Teams etc. to coach and collaborate with organisations & people all over the world which adds enormous flexibility to our work.

–Psycho-physiological activities – Mindfulness, meditation, yoga, TRE are just a few of the incredibly useful mind-body techniques we discerningly recommend and use. We take great care to match approaches and tools to fit each client, as is appropriate for them.

Caution:  Be wary of one-size-fits-all approaches or panaceas. We carefully match how we work with each of our client’s needs.  For instance, due to certain client’s emotional make-up or strong preference they may find it difficult to even contemplate meditation practices, to begin with. This may simply be a bridge too far initially. Knowing this in those circumstances has proven vital for certain clients who would otherwise have struggled and potentially become disheartened with generically devised approaches. One size does not fit all.

Directive vs Non-Directive

Emotional Intelligence coaching works to bring out your best by fitting the coaching style to your needs. Coaching relationships are personal and can differ depending on things like needs, context and favoured way of working. For instance, you may prefer a more directive approach depending on how much and in what way you wish to be supported and encouraged. Directive coaching can feel more dynamic and push you. If learning is the key focus, however, you may prefer a less directive approach where you are encouraged more to find your own way. This may help you take maximum responsibility for your choices and success, in the long run.

The coaching style may also affect the amount and type of contact between sessions. Generally, sessions every 7-12 days’ work well with some email contact, feedback in between. Don’t worry though, we’ll help you strike the right balance in the first few sessions.

Things that affect coaching style

Remember also that the optimal approach will be affected by many things including your role, needs, availability, workload, (project) time scales, work-life balance, the context of well-being, and your psychological make-up. Read more about the difference between coaching vs therapy here.

We invite all ambitious women to explore EQ with us

We believe the quality of leadership within organisations has some way to go to deliver anything like its true potential. A key factor here is, half the planet is being held back, to varying degrees, based purely on their gender. This may sound a bit strong for the 2020’s, but one look at women’s representation in the boardrooms of European and US organisations tells us all we need to know.  And outside these geographical areas things are generally worse. What’s interesting is there is perhaps one gender stereotype that appears accurate; women have higher empathy than men *, overall.   So goodness knows this planet and leadership in general could do with more empathy right about now.

Coaching is about empowerment. We want more empowerment for women and would like to facilitate more representative senior leadership and boards. EQ is a fabulous facilitator of this, raising awareness, personal branding, and importantly assertiveness. It’s been well documented that women too often have relied on ‘being noticed’ rather than setting their agenda. And many that do push harder, are seen quite differently than their male counterparts when exhibiting the same behaviours. Challenging gender stereotypes and entrenched beliefs is not simple. But being more emotionally equipped helps significantly.

* based on psychometric research such as using the EQ-i and EQ-i 2.0 comparative sampling of genders.

Similarly to the issues noted for women above, we can help others labelled by archaic beliefs that fail to recognise equality and talent due to prejudice.  Each set of prejudices bring their own unique challenges.  We’ll help you navigate your challenges, build powerful self-belief and resilience to reach your potential. We also help cultures and leaders understand (their own) unconscious bias and emotional responses to automated thinking.  We challenge these creating positive conversations around issues and mitigate them. Understanding the emotional issues around prejudice is vital for combatting it.

Building Diversity &  Inclusion

As our leadership coaching is powerful for finding one’s voice – it’s particularly well suited for those who feel they’re working against entrenched cultures, the odds, prejudice, or a lack of inclusion. EQ can reveal both a path to explore and supply tools to successfully navigate it.

More on DNI ( diversity & inclusion ) here.

We work out of London in the UK but travel widely to sit down with senior leaders and support them wherever they are.  Where not possible or indeed sometimes preferred, we happily connect on Zoom or Teams.  Much of coaching was devised originally to work on the phone.  Therefore using video and sharing technology allows us to work brilliantly either way.