Leading Authentically: Reflections from Dive In Festival 2018

Is Authentic Leadership important?

Yesterday,  we asked the question, ‘ Is it possible to lead authentically in the ‘Post Truth’ era we find ourselves in?’.  ‘How do leaders stay true to their values and vision?’. Is Authenticity important?’,   I asked our audience. Hands shot up – overwhelmingly the answer was yes. From my MSc research, listening to feedback from my clients when working with their teams and leaving a past job rather than compromise my personal integrity, I know this to be true. Fundamentally integrity is a key component of authentic leadership, not an ‘optional extra’. Authenticity is a cornerstone of Transformational and Ethical Leadership styles, all of which we know are significant in building trust.

A wealth of experience…

I was honoured  to chair the discussion with a panel comprised of; Jennie Koo of RBS, Chair of Women in Business and Finance,  Empower Future Leaders list 2018; Rose St Louis, Chair of the Zurich Women’s Innovation Network, nominated for Role Model of the Year, WIFS awards 2018; Andrew Moore Family Lawyer, Mediator, Resolution Secretary and flexible working advocate at Mills & Reeve and Francesca Harris of PWC, Barclays Diversity Champion of the Year 2018 and co-founder of The Alliance Network.

Top Take-Aways from the Event

If you feel like you are powerless – go out there and take your power back!

Be visible – leadership isn’t about the job title, it’s about the mindset.

You can be a champion for a cause, step up with integrity and model the change you want to make.

You’re a leader. People are watching – so give them something positive to talk about!

Leadership is about being brave, so embrace our 20 seconds of insane bravery challenge and stand tall and proud.

Step into your values, don’t just walk your talk, live it with meaning.

Remember courage is contagious!

Finally, if you’re serving a leader who doesn’t respect your values, ask yourself seriously – is this the job for me? If it’s not – walk away, be true to yourself and embrace new challenges. After all – two thousand years ago someone carved in stone, above the oracle at Delphi ‘Know yourself’, we invite you to be yourself, your whole rainbow spectrum, brilliant you!  Step up to the challenge because the world is waiting…














Be like England; take your performance to the next level with a Business Psychologist

England’s performance against Columbia was exemplary and I’m not a sports correspondent – to be honest I rarely watch football. I’m a rugby fan myself (Tigerrrrsss!). When England play though – I make an exception and the patriot in me comes out to play.

Hopes were high before the match

Why is this? As a nation, we aren’t known for our optimistic outlook when supporting our national team. We hold back, better to limit the disappointment levels. Yet this time, this time more than any other time, this time (admit it you sang the words there!) things were different.Our boys were composed, confident on the pitch, so what was different about this World Cup?

Dr Pippa Grange; Head of People and Team Development at The Football Association.

Dr Grange is a Business and Sport Psychologist appointed to build the team’s resilience and trust levels. Business Psychologists work so that we’re able to operate at our optimal level even when high pressure bears down on us. Like performance in the World Cup when the nation is watching, or launching your business as the main wage earner, to holding your nerve in the boardroom faced with a hostile take-over bid.

Dr Grange needed to get the team to face their anxieties and the pressure of their dreams off the pitch. Why? Well when fears are replaced by a powerful alternative successful outcome this makes a huge difference to how we act. This is the case whether it’s the England team’s World Cup performance, or our performance as leaders or business owners. Dr Grange’s brief was to change the culture and mindset of the team – in order to win, first we have to believe. I bet at this point you’re thinking – Doh! The thing is if it were that simple to do alone, the England Team would have done it years ago. No team member ever left for the World Cup looking forward to returning to a disappointed nation.

The Skillset of a Business Psychologist

Dr Grange made the headlines this weekend – national papers acknowledged her work as instrumental in England’s success. Quite rightly too. The mistake the papers made though was, as one paper wrote, “England now head into a semi-final showdown with Sweden on Saturday brimming with confidence and maybe, just maybe daring to dream”.

No! England left to play Sweden, and beat Sweden BECAUSE they dared to dream. They dreamt on the training pitch, on the coach and on the pitch with pressure baring down on them. England are still in the World Cup because Dr Grange builds resilience levels, and coaches performance beliefs.

Why working with a Business Psychologist is different

Dr Grange worked individually with team members, and with the team as a whole. She utilised her skill set to identify where to push for more, or question beliefs. I’ve met some highly skilled coaches – we’re expert at asking the right questions, at the right time, in the right way.That’s essential for growth and progress. What a qualified Business Psychologist adds to that mix is an ability to identify behavioural patterns, the dance between the conscious and the unconscious and how this affects the words we choose, the business goals we set ourselves, even the level of risk we’re comfortable to take during negotiations. We’ve researched the top thinking, and global studies. As an aside, to claim the title Business Psychologist a Masters Degree in Business Psychology is usually required in Business Psychology. We understand teams, the dynamics between people, behavioural economics and the science behind effective decision making. So if you’re looking to take your performance to the next level, be smart, be like the England team and hire a Business Psychologist.

We offer a 30 minute synergy call, at on cost to you.

Call 0121 285 1350.

Want your work to have more meaning? Try Job Crafting

Job Crafting Woodglade Consulting

Ever had the feeling that, well something is just missing from your work? The good news is there is something you can do about it. It’s called Job Crafting and recent research shows it has the power to transform how you feeling about your 9-5. It doesn’t matter whether you work in a national corporation or run your own business, applying the core concepts of Job Crafting will improve how you feel about your work.

What is Job Crafting?

It’s a process where you identify the parts and tasks of your job that you enjoy and that play to your strengths. You then shape your daily routine to include these. For those areas that seem to drain you, identifying what this helps accomplish provides missing meaning. Early studies in this area have shown that by making small changes in how you approach your work and what your work consists of you can effectively increase your engagement levels at work. All of this is good news because it’s a process you can begin yourself.


Work Orientations

Research shows there are three dominant categories of work orientations. You can be ‘Job Orientated’. Put simply you do the job for the money – it pays the bills. You can be ‘Career Orientated’. Promotions and advancement are important motivators for you. Finally, you can have a ‘Calling Orientation’ – you work for the fulfilment your job brings. What’s important though is that these are attitudes you hold towards your work, they are not defined by the job role or career field. So it’s possible to have a Heart Surgeon who is job orientated, or a financial adviser who is ‘Calling Orientated’ and takes pride in helping others re-define their relationship with money. So there are people who have the same job, in the same business, but who have different work orientations.

The Benefits of creating a ‘Calling-Orientation’

It’s possible for anyone to create a ‘Calling-Orientation’. That’s a powerful fact and one that should carry hope if you’re struggling with your job. You really are the master of your own destiny. Creating this level of meaning in your work means you find yourself immersed in tasks for longer, you feel more energised as a result and often feel more connected to those around you. This is something Business Psychologists refer to as ‘Relatedness’. It’s one of our three basic psychological needs.

Where to start with Job Crafting?

Task One – Audit your tasks

Begin by taking an audit of the tasks you complete as a regular part of your job. Start with a left hand column which asks you to identify what is the purpose of the task. Next, add a column that asks ‘What will this accomplish?’. Finally, we’ll add a column asking ‘What this result will lead to?’ Keep repeating the last step until you reach a stage where you feel the work now has meaning for you.

Task Two – Record how long your spend on your core tasks

This audit should be carried out over a minimum of two weeks. Your table here needs four columns. Firstly, the name of the activity – remember to list everything in this column, from answering emails to professional networking. Secondly, the time spent on each activity. Thirdly, give the task a ‘fun score’ out of 10 with 1 being ‘loath’ and 10 ‘if a brass band marched in I probably wouldn’t notice’. Finally give a score, again out of 10, for how challenging you find this task. 1 here means ‘I can do it blindfolded in my sleep’ and 10 means ‘I lose sleep worrying over this regularly’.

Pulling it all together:

What you now have at your fingertips is meaningful data. You can see which areas of your job you enjoy and like. The aim is to increase the frequency of the elements you like and which bring meaning. With the tasks that you don’t enjoy, you could seek to share these with a colleague who shares a similar role – offering to take from them elements that you would enjoy and which match your strengths. If you run your own business – some of these tasks should be outsourced as soon as is financially viable. I’m a huge believer in the value added that a Virtual PA could bring to your business, until you are in a place to invest in employing your own admin staff. If you’d like an introduction to a quality Virtual Assistant just email me and I’ll be happy to help connect you.

How quickly should I expect to see results?

The research in this field is fairly new but encouraging, so quite quickly, within months rather than longer. Possibly quicker if you’re working alongside a strengths based coach.

More on strengths-based coaching in my next blog :o)

You might also enjoy my other blogs:




Fall in love with what you do…

Fall in love with what you do

Today seems the most appropriate day of the year to talk about what we do.

Why? Because we’re passionate about helping individuals, teams, and organisations to fall in love with what they do.

Yes, we’re certified coaches and we’re business psychologists – but that’s not why we get out of bed in the morning and go that extra mile for our clients. We love the powerful transformation which unfolds when you match people and businesses to their strengths. Using the science of positive psychology our clients become energised and more effective as a result.

Try our  30-minute synergy call, so you can discover more about what we do, we can understand what you do, what you’d like to achieve and how we can help make this a reality. Our synergy call is provided at no cost to you – so what are you waiting for? Pick up the phone today and do something your future self will thank you for.

Discover your character strengths, and realign with what makes you happy, brings you more energy and results in more profit.

We think you’ll be amazed by what we can achieve together. Of course, you can achieve this on your own – but we guarantee the process will take you longer and be no-where near as fun!

We love what we do.

Do you?

0121 285 1350 or book your synergy call online

You might also be interested in our blogs

‘3 Magic Steps to choosing the Right Coach’ and ‘What is a Business Psychologist?’


A vlog about Imposter Syndrome ?

Welcome fellow imposters!

If you’ve found your way here I’m going to assume you identify with Imposter Syndrome.  You’re in good company, I’m a recovering imposter myself.  I first realised this when a close friend of mine laughed, “you collect degrees like some people collect stamps!”. Why couldn’t she see I needed them? After all, how else would people know I knew my ‘stuff’?  I knew about the phenomenon because whilst studying for my MSc In Business and Organisational Psychology I stumbled across an academic article on Imposter Syndrome by Dr. Pauline Rose Clance. Right there!  ALERT! Imposter behaviour! I just “stumbled” suggests that it was pure luck. My imposter behaviour would have me believe its nothing to do with my personality trait of conscientiousness – nooo I was just lucky.

Modelling imposter behaviour…

Well, now that needs challenging. Actually, I’m fiercely proud of the fact I graduated with merit and it didn’t happen by accident. It happened because of the hours I spent diligently reading articles in the library in order to find the relevant research. It happened because I balanced the demands of a full-time contract, launching a new business and being there for my mother with advanced alzheimer’s when it mattered. Walking across the stage at the University of Liverpool to graduate is one of the proudest moments of my life to date and it’s certainly the hardest thing I’ve ever done. I can still break into a cold sweat at the thought of post-graduate statistics and yet that’s just one of the modules I passed with distinction. So do I secretly put this down to luck?

Challenging our imposter behaviour

As a business psychologist, I’d say that imposters struggle to internalize success; to put it another way – we don’t own our success. As we’ve seen, we’re too quick to attribute it to other things. That distinction mark I got for my statistics module; I told myself that everyone else must have done REALLY badly. Somehow I believed this over the objective evidence of the mark scheme! It’s not just this that’s crippling though. It’s the thought that it’s only a matter of time before you’re found out. Someone will realise you don’t belong here, or they shouldn’t have given you that contract. And the longer this goes on for – the more the stress builds. With each well-deserved success, you cant enjoy it. Celebrations are hollow and you are already looking over your shoulder because you may have fooled them this time but next time could be a whole different story.

An invitation…

My name is Julie Goddard I’m a recovering imposter. I’d like you to come on a journey with me. Follow my new vlog and explore how the imposter phenomenon can (if we allow it) suffocate our ability to enjoy our own success. With my clients’ consent, I’ll be sharing some stories from highly successful women who battle with imposter syndrome. We’ll be exploring the psychology behind the phenomenon and identifying helpful strategies. Sound helpful? Launching February 2018.

Subscribe now





Why Procrastination isn’t a bad thing (…and the science doesn’t lie)

Procrastinator at work

This New Year’s day we’re setting the record straight. If your motivation style is to procrastinate and you still hit the deadline FANTASTIC. There’s nothing wrong with you at all. In fact, right now we’d like you to go to your bookcase and throw out all those self-help books that tell you otherwise. You’re probably used to reading headlines such as “Do you SUFFER from procrastination?”, “How to CURE Procrastination…” or “RID yourself of procrastination habits once and for all”. For years scientists have made assumptions when researching procrastination. Firstly, that procrastination will add to your stress levels. Well, yes but the most recent research shows that this can be a good thing and that successful procrastinators use this to motivate themselves to hit that deadline. 

The two types of procrastination.

At this point, we need to be clear. that there are two types of procrastination. Only one of these is a good. There are successful procrastinators and unsuccessful procrastinators and the distinction between the two has nothing to do with how long you manage to put off starting the task! A successful procrastinator is one who meets the deadline. It’s that simple. If you repeatedly fail to meet deadlines in your personal or professional life then this is harming you. Scientific research has not made a distinction between whether the procrastinator succeeds, or whether the procrastination is intense and sabotages success. As a result, many of the things we think we know about procrastination may not always be applicable. In short, there is an error in design which has tainted our understanding.

The work of psychologist Dr Mary Lamia has begun to recognise your strengths!

You’re not lazy at all.

No sir – you are working on the task at hand all be it at a subconscious level. As a successful procrastinator, you’re waiting for your stress levels to hit that optimum peek before you begin the serious task of putting pen to paper, or fingers to keyboards! In fact, you probably feel if you started work too soon you would be producing low-quality material not reflective of your skill set. Some of you will not be able to start work at all. To be crystal clear, you are not lazy – this is your motivational style. You need the rising stress levels to fire your cylinders and propel you to action. If this rise in intense emotions concerns you, reframe it by seeing it as an intense energy surge coming to you to enable you to complete the task.

Understanding task-driven people.

First things first, just because someone meets a deadline before you does not mean their work is of a higher quality than yours. We’ve all worked with individuals who submit work and then email a modified version to us a week later. Eventually, we lose track of what version we should be on and whether the version we’re looking at is the final one! This is a dead give away that this person is a task-driven individual. For task-driven people, getting the task done is what motivates them. They need to remove the job from their to-do-list. They simply cannot relax until this is done. As a procrastination driven individual, you will be a complete enigma to them. Your behaviour will stress them out completely. If you’re in a relationship with someone who holds a different motivational style – ask them to read this article it could start a healthy discussion!

Forging a friendship with anxiety.

As a procrastinator, you’ll be familiar with the rising levels of anxiety that accompany your delaying tactics. The emotion of anxiety is a blended one and it could be mixed with a number of other emotions. For us, the important ones for us today are excitement and fear. Why? Because the biological reactions of our body to both these emotions are exactly the same. Fritz Perls, the acclaimed psychologist, describes fear as “excitement without breath” because our physiological reactions to these two emotions are basically the same; dry mouth, fluttering stomach, an increased heart rate, and sweaty palms.  Here’s the thing – your emotions and your thoughts rise in your conscious mind at exactly the same time. So next time you feel these symptoms you can choose to label the emotion as either fear or excitement.

Labelling anxiety for success.

If you choose to label the emotion as fear it will have a crippling effect on your motivation. Labelling the emotion as excitement will galvanise you towards success. But, don’t take my word for it. Next time you feel the anxiety levels rising – give it a go! You’ll find yourself driven to the task at hand and using the time pressure anxiety to enter a state of flow. This tip will work for you when you experience anxiety whether your motivational style is driven by procrastination or by task completion!

So fellow procrastinators, let’s embrace our motivational style! Throw off the shackles of outdated scientific thinking, work on the task subconsciously for as long as the rising anxiety levels tell us it’s safe and press submit at the 24th hour knowing the work is completed to the best of our ability and we’ve met the deadline.

You might also be interested in our blog on blending the science of happiness with business goal setting

If you’d like to talk to us about motivational coach and goal setting then you can book an at no cost to you 30 minute free synergy call here

Or join our tribe to get monthly inspiration direct to your mailbox

Blending the science of happiness with business goal setting

Goal setting for 2018.

If you’ve completed your goal setting that’s fantastic news, but you shouldn’t worry if you’re still procrastinating. Procrastination has had a bad press of late so it may be refreshing for you to hear we’re confident you’ll deliver on time and to a high standard. We know this because you’re still learning and thinking about the process even if you’ve not put pen to paper, or fingers to a keyboard just yet.

What’s your motivational style?

If you need to complete your goal setting quickly, to know it’s done, chances are you’re task driven. Or do you need the pressure of an approaching deadline to galvanize you to action? Well, the good news is – the content of this blog is relevant to goal setting for both procrastinators and task-driven individuals alike. This is also great for those of you who don’t feel they fit into a box. If you feel the context of the task determines your motivation level – you’ll want to read my next blog. Whatever your style, you’ve either completed your goal setting or started it (even in your unconscious mind)! We would like to ask you all the following question…

Did you factor in how you wanted to feel during your journey?

It’s a serious question. Our research has shown right about now would be the perfect time to factor this in. Why? Because how you feel about your career and your business is the most important factor in deciding whether 2018 has been good to you or not. Makes sense, right? We suggest you take 7 minutes to watch this short TED talk by scientist and map maker, Daniele Quercia.

All right – ready to start taking your goal planning to the next level? First stop – let’s discover what your personality strengths are.

Discover your personality strengths

Take a test here for free and discover what your strengths are. This test will let you discover what your strengths are, not which one’s energise you. If you’re interested in discovering this, book a 20-minute synergy call, at no cost to you, here to explore your options.

Ask yourself if you’re taking your business in the direction of your strengths – these are the things that you enjoy doing. If you won’t be using them frequently you may want to rethink that goal again.

If you think you would benefit from blending the science of happiness with your business goal setting, we’re running a three hour course on Saturday 13th January 2018, in Birmingham,  for which includes a full strengths based personality report and follow up 1-2-1 coaching. You can find out more here


5 Free Ways to Motivate Colleagues

Woodglade Consulting motivating colleagues

Why is it so important to motivate colleagues? Well Jeff Pfeffer, a professor at Stanford Business School tells us “Companies that manage people right will outperform those that don’t by 30 to 40 percent”. Don’t worry if your budget is tight – the good news is you don’t need one for this. That’s right – the best ideas for motivating people are cost free. I haven’t forgotten your time either, we’ve offset it against the 30 to 40% improvement in performance that will follow as a result of you implementing these ideas.

3 Categories for Motivating Colleagues:

Recognising the efforts of those who work for you falls into three categories:

  1. Formal recognition – such as ‘Colleague of the month’.
  2. Informal recognition – doughnuts after a long week, or breakfast sandwiches the morning after a late shift at work.
  3. Day to day recognition – leaving a thank you note for a job well done or popping in to say thank you in front of colleagues.

We’ve a future blog planned to focus on how you can plan to create the culture you want using formal recognition – so if you haven’t yet subscribed it takes a few seconds to type in your email and stay in touch. For now, we’re concentrating on informal and day to day recognition – it’s here that you can make a real difference to the motivation levels of your staff.

5 Ways to Motivate Colleagues:

  1. Acknowledge the hard work (or good idea of a colleague) during a staff meeting with other management present.
  2. Nominate a colleague for an award.
  3. Personally introduce staff who have impressed you to others who can positively influence their careers.
  4. Leave a thank you note taped to the colleague’s door.
  5. Design a token which can be exchanged for a future favour (or could be traded in to allow the member of staff to leave early that day).

Why it Works: the Science Part

Even if we are motivated by money, and not everyone is, the more a job requires us to think, the less money influences our motivation. That’s right – the more we need to think to complete work then things other than money  become important to us. Like a simple thank you as you pass your colleague in the corridor. Make no mistake, the power of recognition can transform our relationships with others. Following these five steps will not only  improve your relationships with your co-workers they will transform you into a leader. It is impossible to be a leader if no-one is following you. Your colleagues have a choice to be there for you when you need them – ensure now that they know how much you value and appreciate the work they do and it will pay dividends in the long run.

Share your Success Stories

via twitter to @juliegoddard using our hashtag #motivationworks


Want to discover more? Then we think you’d enjoy:

Learn more about how working with a motivation coach could benefit you.

Check out my advice to help you pick a coach that will ensure you reach your full potential.






What is a business psychologist?

Woodglade Consulting Business Psychology

What exactly is a Business Psychologist anyway?

Psychology is the scientific study of people, the mind and behaviour and business psychology is this, in a work setting. In a nutshell, it’s understanding people and what makes them work more effectively.

How would working with a Business Psychologist help me?

Business Psychologists hold a deep understanding of the reasons behind behaviours, actions, emotions and moods in the workplace. This knowledge is supported further by scientific enquiry. If you’re looking to transform your own professional behaviour, unleash your full potential or take your team to the next level – a business psychologist is the perfect partner to have by your side.

What sorts of work does a Business Psychologist do?

Well, their work is varied, but often centred around two main strands:

  1. Executive coaching and personal development– this includes things like career coaching and leadership mentoring. Of course, non-psychologists can also train to do these things, but a psychology background provides a great foundation to work in these fields. If you’re seeking a career or leadership coach in addition to looking for the MSc in Organisational and Business Psychology, you also should make sure they are a certified coach.
  2. Organisational change and growth is about managing how people adapt to change at work, as workplaces are in a constant state of change – new systems, new processes, moving offices, new company objectives forcing changes in how people work with each other and cultural changes. A psychology background can be a great benefit in assessing and making changes in the workplace and gives psychologists the edge in this area of expertise.

Can a Business Psychologist read my thoughts?

Only the very best of us! No seriously, psychologists cannot read your thoughts. We hold detailed knowledge of why people act the way they do and how they are likely to be affected by certain events and environments and we use this knowledge to make the workplace a better, more happy and productive place to be.

Curious to discover more about me and the work I love

You might also be interested in my other blog post

3 magic steps to finding the right coach








3 Magic Steps to Choosing the Right Coach

choosing the right coach

Knowing how to choose a coach that’s the right match for you is vital and there’s three things you need to consider before parting with your hard-earned cash.

But before we get into what those three magic factors are you also need to be aware of the fact that coaching is an unregulated profession. Anyone can set up and call themselves a coach. Plenty of people also claim the title coach who do other jobs too, you often hear “Oh I’m a coach – I coach other team members. I did a half-day’s course…”

There’s also a huge difference between someone who calls themselves a coach professionally and others who claim the title as a side-line. So how do you go about choosing the right coach for you?

So considering these 3 magic steps will ensure you end up with the best coach for your ‘buck’.

  1. The quality of the coach’s qualifications
  2. The mix of practical experience a coach brings with them
  3. How you ‘feel’ about the coach: do you think you can trust and work with them?
  • Step 1 to choosing the right coach: The quality of the coach’s qualifications:

The easiest way to do this is to know that the three leading professional coaching associations ask for coaching qualifications to be held before they accept new members. So, membership of The Association for Coaching, European Mentoring and Coaching Council (EMCC) and International Coach Federation (ICF) will tell you that the coach’s qualification is recognised and meets the minimum required hours of training. I am a member of the Association for Coaching – who recognise the 190 hours my coaching qualification required. Holding membership of an association tells you that the person you are considering for a coach takes their profession seriously and is committed to keeping their skill set up-to-date.

What other qualifications and associations does the coach hold?

Do they hold any relevant degrees? If you’re seeking a business coach – do they hold an MBA, for example? Or does their coaching qualification denote a specialism – for example I hold a distinction in my business coaching qualification.

Are you satisfied with an NLP coach – or do you seek the additional depth that a psychologist can bring to the process? All these choices are valid and offer different experiences and fee prices associated with them.

The important thing to remember is that anyone can claim to be a coach.

Anyone can add the letters NLP in their descriptions – so you should check their qualifications. Who did they study with? How long did their qualification take? If you want a business coach – is it important to you that they are members of other relevant associations – such as the Association for Business Psychologists, members of the British Psychological Society? If you seek a coach who works specifically with women, what other indicators are there that they are serious about their niche? Does their twitter account show them linked to other likeminded networks? Does their website reflect a desire to make a wider impact in their chosen area?

  • Step 2 to choosing the right coach: Next think about the mix of practical experience a coach brings with them.

I use a blend of coaching and consultancy and make very clear distinctions between the two. A coach should never advise you what to do, their skill lies in drawing solutions out from you. Working with a good coach should never be a permanent arrangement – you should expect to grow and for your confidence to soar when working with a good coach.

You may feel though that the practical experiences a coach brings with them, will enable them to empathise more with your situation. Are you seeking a leadership coach and see that the coach has worked in high pressured environments at that level themselves? This might be more appealing to you. They might hold membership of the Chartered Management Institute. As a fellow of this organisation myself, I feel this reassures prospective clients that I hold both qualifications and experience of leadership. Your coach may be affiliated to other associations, such as the Institute for Leadership and Management (ILM).

  • Step 3 to choosing the right coach: How you ‘feel’ about the coach: do you think you can trust and work with them?

Having considered all the above – you should book a free consultation with the person you are considering to be your coach. Do they offer Skype (or similar video calling?  This can help you get a sense of whether the ‘fit’ feels right. This part of the process should be like a two-way interview. Remember, it’s your money and your time. This investment is an important one, so don’t be pressurised to go ahead and book paid sessions if you need more consideration time. A good coach will understand the process behind choosing the right coach and won’t be at all offended if you decide not to proceed further.

If you’re thinking of coaching as the right investment to make in yourself – I couldn’t agree more. Having experienced the power of transformational coaching first hand I know you’ll never look back. So, do something today that your future self will thank you for. Follow these steps and you’ll find your perfect coach in no time.

Want to know more about working with me?

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You may might find more inspiration in my blog: how I ended up in a job I love!