Establishing a relationship: I meet with the individual who has been offered coaching to get to know them and gain a better understanding of what they are looking to develop. I share my approach and how I work. I answer any questions and we establish our relationship.

I then meet with the line manager to explain their responsibilities and how they can best support the process as well as to find out their perspective on the strengths of the individual.

Set Goals, together: The individual, their line manager, and I meet  to agree on clear, specific development areas — made openly, not left vague or private. Everyone leaves that first meeting knowing exactly what we are working towards, why it matters to them and what their responsibilities are.

Coach: I then work one-to-one with the individual over an agreed number of sessions. This is where the real work happens — building skills and confidence through exploring responses and reactions to current challenges and topics and finding opportunities to try out new ways of working or put into practice learnings from sessions.

Review together: We close the loop with a second three-way meeting, reviewing progress against the development areas we set — so the manager sees real, visible development, and the individual hears how the impact of their development has been observed and felt by others.