Here are three key myths busted:
Coaching is about growth and performance, not problem-solving. It’s designed to help you reach your potential, not to address issues.
Coaching is often mistaken for consulting or mentoring. The difference is in the approach: consulting and mentoring rely on external expertise, while coaching helps you tap into your own insights as the expert in your journey.
Coaching is confidential, even when it's sponsored by your employer.
I help individuals develop a success-oriented mindset. I think by trusting your instincts and leveraging the power of storytelling, you can highlight the unique story that sets your business apart. Focus on solving meaningful problems as this is the foundation of true impact. Remember, understanding the difference between being right and achieving success is key to long-term growth.
“We don’t build trust by offering help, we build trust by asking for it.”
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.
10 things that require discipline, not talent:
• Consistent sleep routines
• Eating healthier
• Honesty
• Journaling
• Kindness
• Laughing out loud
• Playing
• Reading
• Saying ‘please and thank you’
• Spending time in nature
• Staying in touch with friends
The core model of coaching focuses on raising awareness and setting clear, positive goals. To do this effectively, it is crucial to establish a genuine connection with the client, demonstrating care for both the client and the process we are engaged in. A key responsibility of the coach is to help the client gain clarity—about what they want, their current situation, their goals, and the factors that will support them throughout the process. Curiosity is a powerful motivator for a coach; being genuinely curious about the client’s journey enhances your ability to guide and support them effectively.
Challenging the client’s thoughts and holding them accountable as they make progress is also essential. Confidence in the coaching process, belief in the client’s potential, and a guarantee of confidentiality are all critical to a successful coaching relationship. Both the coach and the client must be committed to the process and the desired outcomes. With this foundation, not only can clear goals be set, but they can also be achieved.
Purpose isn’t a destination you stumble upon; it’s a commitment you cultivate every day. We have to identify what brings meaning to our lives and take purposeful steps consistently. By becoming more purpose-driven, we shape our thoughts, feelings, and actions in alignment with our goals. After all, our actions only change when our thoughts transform, as thinking inspires feeling, and feeling propels action.
Remember, you don’t find your life’s purpose - you create it. If you haven’t yet discovered your passion, your purpose is to explore and unveil it. Lacking an innate sense of direction doesn’t mean you’re without purpose. Instead, it signals that your journey of self-discovery is a vital part of your mission. Embrace the challenge, and find joy in uncovering who you’re meant to become. I think your purpose won’t be handed to you or dictated by others; it’s cultivated from within, nurtured by your actions and decisions.
Leadership is more critical than ever as leaders face unprecedented challenges. In these moments, it’s essential to stay present, even when you feel unsure about finding the right words. Take a moment to process, and remember to remain grounded, unaffected by the behaviour or framing of your coachee (client). This approach enables clarity and authentic leadership.
When a top player on the team suddenly finds themselves in charge, their instinct is often to tell everyone what to do. I think this approach is exhausting and unsustainable. It’s not the new leader’s fault, though as they are rarely given proper training or a coach to guide them through the transition. Leadership involves three key responsibilities: coaching, motivating, and inspecting, depending on the situation. Inspection, in my view, includes activities like forecasting and setting quarterly goals.
Leaders often feel the urge to step in and be the saviour. It feels concrete and actionable: “We have an issue? I’ll handle it with the client. There’s a problem with a deal? I’ll tell you the next three steps to win.” Leaders leverage their experience and knowledge, while team members rely on their facts and research. But the more leaders step in, the more they create dependency. Team members will return to the leader’s office even sooner next time, seeking direction earlier in the process. Over time, this dynamic makes the team worse, not better. I call this “learned helplessness.”
c/o GETTY IMAGES
Why do organisations promote someone who’s not good with people?
Many people are promoted for their expertise rather than their ability to connect with others. I think promoting someone who doesn’t genuinely like people is a mistake. Often, resistance to change stems from a fear of losing one’s identity as the “expert.” People worry, “If I’m not the one who knows everything, who am I? Will I still be valued, or will people think I don’t deserve this position without all the answers?”
In reality, employees don’t expect their leaders to have all the answers. In fact, they often wish their leaders would ask, “What do you think?” Yet, many leaders are held back by the fear that asking this question might make them seem less competent. Ironically, the act of inviting input adds tremendous value, as it encourages collaboration and helps leaders process ideas more effectively by thinking out loud with their team.
Coaching focuses on asking impactful questions rather than knowing all the answers. The strength of these questions comes from intentional preparation, but it’s essential for coaches to avoid overpreparing and relying on an overload of information. Instead, they need to be guided by genuine curiosity to uncover the client’s unique worldview. I aim to understand the coachees perspective before jumping in with solutions, using curiosity-driven questions to foster meaningful exploration and breakthroughs.
I think simplifying coaching by prioritising humanity and curiosity will create transformational change. Identifying clear outcomes helps guide coachees through initial steps toward their goals, considering the wider influence coaching can have on their surroundings. I also think by focusing on understanding and thoughtful inquiry, coaches can amplify their impact, empowering clients effectively.
Beliefs, whether based on fact or fiction, are human inventions that help us make sense of ourselves and the world. Neuroscience research demonstrates that training and positive reinforcement can change people’s minds and behaviours. When we tell people what to do, we engage only their short-term cognitive memory, and as a result, they often forget much of the information, and it rarely leads to meaningful behavioural change. For instance, consider how many things you know you should be doing but haven’t acted on. Knowledge alone doesn’t transform our perception of ourselves or the world. Coaching is different. It facilitates long-term behavioural change by helping the brain rewire. I think as a person’s neural pathways evolve, their self-image and worldview shift, which in turn drives new behaviours. This lasting transformation is something that simple instructions cannot achieve.
““It’s hard to learn when you already know.””
People vary in their level of coachability, so when clients come to me, I look for any sign of willingness. While it’s great when someone is enthusiastic about learning and growth, that isn’t always the case. Coaching provides a safe space where people can fully be themselves, allowing them to see through the fog of fear, doubt, and anger. Through meaningful conversations, clients discover new pathways to achieve their goals. In essence, coaching is often less about behaviour change and more about identity, exploring who someone believes they are and who they aspire to become.
When working with leaders, my approach revolves around a single guiding question:
“Is there one thing you’d like to improve or enhance that we could work on together?”
“Would you be open to learning just one new thing that could make you better?”
“Can you think of one area where you’d really appreciate some support in developing?”
Once clients identify that one thing and experience the benefits of coaching, they often become more open to the process. They realise how valuable coaching is and that it never makes them feel inadequate.
““Where we have strong emotions, we’re liable to fool ourselves.””
Strategy is not a plan, tactics or instructions manual! Strategy is a guiding philosophy of becoming, it’s a way of looking at the world as it is and deciding how you want to change it. It’s not a guarantee, it’s not a map, it’s a compass. Strategy will help to keep you aligned with your purpose, even as you adjust to challenges along the way. As it doesn’t matter how fast you run if you are going in the wrong direction. Who are you here to serve? And how are you hoping to change them?
It’s challenging to hold the attention of someone determined to be bored. When a person is selfish, self-absorbed, or narcissistic, they gauge the value of your actions solely by how much satisfaction you bring them. In other words, they're content with your efforts as long as you cater to their desires. However, the moment they tire of what you offer, they’ll demand you change to better suit their whims. The truth is, selfish people are never truly satisfied, and the arrogant are never easily appeased. So, if you notice that your ongoing efforts have no lasting impact on such individuals, and that their happiness depends entirely on you meeting their expectations. it’s worth recognising this dynamic as hazardous to your emotional well-being. Prioritising your emotional health is crucial, and knowing when to step back can be empowering.
““If the roots are strong, the tree need not fear the wind.” ”
Take that risk, take that leap of faith because if you do, I’ll see you at the top. Average is the enemy, and success is your responsibility. It’s up to you to push beyond “good enough” and embrace the path to greatness. No one else can do it for you; the power to succeed is in your hands, waiting for you to act. Remember, change can happen in an instant if you’re willing to flip the switch. Sometimes, all it takes is a mindset shift, a decision to believe in yourself, and the courage to act. The journey may not be easy, but when you decide to pursue your goals relentlessly, you become unstoppable. Are you ready to step up? If so, I’ll see you at the top.
I had a thought-provoking conversation with a friend recently. She asked me about the top five qualities I admire in the people I most enjoy supporting. My answer was clear: they are exceptional at creatively solving problems, prioritise people, make a significant impact in Denmark, and are driven by a strong mission.
Then, she challenged me: Who exemplifies these qualities more than anyone you know? You immediately came to mind. Would you be open to a quick 10-minute call to catch up? Alternatively, we could schedule a 15-minute discovery session, where I'll ask five questions to get a sense of where you are in your professional journey. If you read this post, send me an email for a confidential discovery meeting.
I always hold a discovery session with each client and during these session’s I ask questions like:
Where do you come from?
What’s it like in your world?
Who are you?
What traditions and values are important to you?
What might be holding you back?
I think it’s important to understand their cultural background and values. While we may never fully understand someone else’s culture, we can approach it with genuine curiosity and empathy, inviting clients to bring their whole selves into the conversation.
Stay curious about who your clients are and what truly matters to them. It’s important to enter a space of openness, journeying together to explore what it’s like to live their experiences. By building a foundation of trust and rapport, you can support your clients on a path of self-discovery, reflection, and transformation, helping them trust in new experiences and outcomes.
The world has lost an extraordinary genius whose impact on music is both timeless and unmatched. Quincy Jones was more than a producer; he was a visionary who shaped the soundscape of each era from the 1940s to today. I don’t think words alone can’t capture the depth of his influence. His mastery is woven into the fabric of countless genres, leaving a legacy that spans jazz, pop, funk, and beyond. No other figure in musical history has curated a more celebrated body of work or commanded such universal respect. From iconic arrangements to pioneering productions, each decade bears his indelible mark. His crowning achievement, Michael Jackson's “Thriller,” remains the best-selling album in history, a feat driven by Quincy’s unparalleled craftsmanship. The world has truly lost a genius in the purest sense of the word. Quincy Jones didn’t just create music; he defined it, forever changing the art and its possibilities.
Have you ever thought about the role culture plays in coaching?
As a coach who was born and raised in London with Jamaican heritage, I developed a deep appreciation for cross-cultural understanding and respect from birth. This background has shaped how I approach my sessions, with both curiosity and an open mind. I’m always focused on what’s most important to my clients, often asking, “What can we bring into this session to support your journey of deep reflection?” I encourage clients to incorporate any cultural or traditional elements that help them feel more connected and grounded to ensure each conversation is a powerful and meaningful experience.
