Leader Transformations |
Leadership Coaching
Alison's leadership coaching is designed to be wholistic, taking into account the leader in the context of how they work and live, as well as their role from requirements regarding vision and strategy, financial performance, leading teams, operational processes and both personal and organisational transformation contexts.
Allison is skilled at providing a confidential, safe environment where leaders can confide their concerns. She also provides appropriate challenge as a platform for leaders to develop and progress based on their personal and career goals.
Using her experience of running organisations as well as non-exec experience, Alison also helps even the most senior leaders to lead their organisations.
Alison specialises in working with leaders who wish to transform in contexts including:
Allison is skilled at providing a confidential, safe environment where leaders can confide their concerns. She also provides appropriate challenge as a platform for leaders to develop and progress based on their personal and career goals.
Using her experience of running organisations as well as non-exec experience, Alison also helps even the most senior leaders to lead their organisations.
Alison specialises in working with leaders who wish to transform in contexts including:
- Career transition
- Organisational change and transition
- Leading organisations and teams
- Fulfilling potential through strengths
- Living and leading with your whole self (e.g. for people who want to more fully inhabit their marginalised identities in their leadership such as race, ethnicity, religion, disability, neurodiversity and LGBTQ+)
- Whole life assessment and redirection
Leadership Development
I have been designing and facilitating leadership development programmes for a wide range of organisations for over 15 years. During that time I've completed everything from 5-day, in-person, residential programmes to modular workshops and virtual sessions. Whatever the format, leaders are empowered and inspired to create their own transitions, developing their leadership skills.
Programmes I've designed include:
Whatever the format I begin by asking questions like "What do you want to be different after the programme?", I take a 360 degree view of the leadership roles involved and co-create programmatic activities which build these skills over time, usually across a year. I take an. inclusive and blended learning approach including providing content to inspire development and experiential activities during workshops. In-between the workshops, leaders work with their line managers and mentors on planned activities to apply this learning into the context of their roles, including on the job experimentation.
Programmes can include a mix of virtual and in-person workshops, action learning sets and potentially 1:1 coaching. Progress can be measured through self-report and 360 degree feedback in the form of surveys and interviews before and after the programme with a focus on the specific purpose and goals for development.
Topics covered in development programmes often include:
Senior leadership teams in particular often benefit from a combination of development sessions and team coaching.
Programmes I've designed include:
- Senior and strategic leadership
- Skills for senior technical leaders
- Line management skills
- Developing your team members (performance management)
- Creating inclusive teams
Whatever the format I begin by asking questions like "What do you want to be different after the programme?", I take a 360 degree view of the leadership roles involved and co-create programmatic activities which build these skills over time, usually across a year. I take an. inclusive and blended learning approach including providing content to inspire development and experiential activities during workshops. In-between the workshops, leaders work with their line managers and mentors on planned activities to apply this learning into the context of their roles, including on the job experimentation.
Programmes can include a mix of virtual and in-person workshops, action learning sets and potentially 1:1 coaching. Progress can be measured through self-report and 360 degree feedback in the form of surveys and interviews before and after the programme with a focus on the specific purpose and goals for development.
Topics covered in development programmes often include:
- Increasing awareness and exploring leadership styles
- Exploration of safety and stepping into discomfort (to try something new)
- Leading with strengths
- Emotional intelligence
- Leading change and transition
- Coaching as a leadership style
- The art of delegation
- Improving trust in teams
- Courage and creativity in innovation
Senior leadership teams in particular often benefit from a combination of development sessions and team coaching.
Testimonials
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