Relationship management is the ability to build strong connections, communicate effectively, and collaborate with others. It is the most visible aspect of leadership, reflected in how leaders guide, influence, and inspire those around them. Effective leaders motivate others by articulating purpose and meaning in their work, fostering both individual and team success. I think they manage conflicts constructively, remaining calm and focused on solutions that allow all parties to thrive. Beyond achieving immediate results, great leaders are also invested in developing future leaders, helping others build their strengths and reinforcing the leadership foundation of their organisation for long-term growth.
It's a niche market
As we approach 2025, the leadership coaching industry is experiencing significant growth and transformation. The number of certified coach practitioners worldwide surged from 71,000 in 2019 to 109,200 in 2022, marking a 54% increase. This expansion underscores the importance of clear positioning in a competitive market. My focus is on delivering unique value that resonates with clients seeking distinctive solutions and I invite you to join the conversation.
Let's discuss the challenges you face and explore various approaches to leadership development. Together, we can evaluate the pros and cons of each method to determine the best path forward. This isn't about prescribing solutions; it's about engaging in meaningful dialogue and sharing insights that matter. Your perspective is invaluable as we navigate the evolving landscape of leadership coaching. Contact me via email for a “free” 30 minute discovery meeting.
Let's have a meeting
I work with C-suite executives, business owners, and senior managers to unlock their full potential. I think meaningful change starts with transforming the way we think. To act differently and develop new behaviours, we first need to shift our thoughts. Rather than teaching new skills, I help my clients recognise and leverage the abilities they already possess. By gaining new perspectives, they can use these skills in more effective ways. My approach focuses on enhancing self-awareness, clarifying goals, and developing leadership and management skills, equipping my clients with the tools to solve their challenges confidently and effectively.
Interested? Contact me via email and let’s have a meeting.
Together we grow
c/o Medium
What’s the most challenging part of your DEI job?
One of the most challenging parts is aligning individual perspectives with the broader goals of diversity, equity, and inclusion. For example, I once worked with a team member who was hesitant about implementing a mentorship program aimed at supporting women in leadership roles as they were concerned it might create unfair advantages. To address this, I shared an experience where we introduced a similar program in a previous organisation, and it resulted in not only more women in leadership positions but also an overall increase in team collaboration and performance. By framing the situation with concrete outcomes, I helped them see the bigger picture. My goal is not necessarily to change their mind but to broaden their understanding of why these initiatives are important from a DEI perspective.
A snippet from a coaching session
Here’s a sneak preview of some of the questions I ask in my leadership development coaching sessions:
1. What will my team hold me accountable for?
2. What are the goals I have for my team?
3. How do they make decisions?
4. How do they resolve conflicts?
5. What are my personal goals as a leader?
6. How will I get results in those areas?
Contact me via e-mail to arrange a discovery meeting.
““Curiosity about life in all of its aspects, I think, is still the secret of great creative people.” ”
It's not for everyone
Leadership development is a critical facet of any organisation's success. While it may not be suited for every individual, those who recognise the value of leadership programs and models are drawn to companies that prioritise this aspect of personal and professional growth. Ambitious young professionals, in particular, seek out employers who provide opportunities for personal and career development as they are on the lookout for mentors, coaches, and role models who can guide them on their journey to success. In this highly competitive job market, if a company fails to address and emphasise these aspects of leadership development, they risk losing top talent to other organisations that do. Therefore, a solid leadership model and program not only attract talented individuals but also play a pivotal role in retaining and nurturing the potential of the workforce, ensuring the company's long-term growth and prosperity. I think by acknowledging the importance of leadership development, companies can build a culture of continuous learning and personal growth that benefits both the organisation and its employees.
Growing the capabilities of others
Leadership isn't about possessing all the answers; it's about posing the right questions that challenge traditional thinking. I think that your happiness stems from a blend of enjoyment, satisfaction, and purpose. If you're interested in securing an external strategic business partner and advisor for your talent development and leadership solutions, please feel free to reach out to me via email.
““Just as athletes benefit from coaching, leaders do too!””