Executive Coaching
Coached a new executive to take up his position on the Board.  Helped him to gain insight into the role and what his priorities were.  Helped him to manage his relationship with a forceful CEO and deal with some difficult situations within his own team.  Despite being one of the newest members of the Board, he was made deputy to the CEO at the last Board reorganisation and has excellent feedback on the climate and productivity of his team.

Strategy Clarification
Worked with an HR Director of a large financial corporation to implement a strategy for behavioural change within the leadership team.  Coached influencing strategies for her to convince the CEO of what changes needed to be made in the Top Team and helped her to define a team development strategy.   Feedback from the client is the Top Team is now performing more effectively and other executives have implemented similar development strategies for their teams.

Business Coaching
Coached an Organisational Development Director of a Top 10 Pharmaceutical company to implement talent management throughout the organisation.  This has resulted in a reduced turnover of staff and a succession plan that replaces people into key roles within 6 weeks instead of the 4-5 months it was initially taking.

Team Coaching
Worked with the engineering Top Team of a large multi-service support organisation to introduce a coaching culture into the function.  Worked with the team as a whole and 1 to 1 to develop coaching skills.  This resulted in a more proactive, client focussed workforce.  Feedback included comments such as ‘Having the confidence and support to deal firmly with the team issues has won me respect from customers who know I mean business and will deliver for them’.  A Customer Satisfaction survey undertaken towards the end of the programme showed Engineering to be 20% - 30% more client focussed across a range of parameters compared with other functions in the organisation.

Leadership Development
Due to major reorganisation, a Government Agency was faced with the situation of fewer managers with much larger teams in a flatter structure.  This called for new styles of leadership and working practices.  Worked with the Top Team to identify priorities and then coached senior managers to deal with the issues within their own teams.  This resulted in all KPIs improving within a six month period, employee satisfaction starting to improve mainly due to performance issues being addressed and the confidence of the managers increasing substantially.