The third of the 8 Hats of Great Mentoring explores the Firm Foundation Builder. Learn why effective mentoring sometimes means providing practical guidance rather than asking coaching questions, and how sharing knowledge at the right time helps mentees develop skills, confidence and independence.
The second of the 8 Hats of Great Mentoring explores the Reassuring Strong Presence. Learn how recognising vulnerability, listening without judgement and offering reassurance can help mentoring partners feel supported, regain confidence and think more clearly.
Some of the most powerful mentoring happens outside the room. Meet the Well-Connected Sponsor, one of the eight hats great mentors wear.
Sometimes the kindest conversations are the ones everyone else is avoiding. Meet the Challenging Supporter, one of the eight hats great mentors wear.
Sometimes people don’t need another question – they need a firm foundation to build on. Meet one of the eight hats great mentors wear.
Great mentors know when to give advice and when to create space for someone to think. Meet the Confidence-Building Coach.
The first of the 8 Hats of Great Mentoring explores the Confidence Building Coach. Learn why asking the right questions, rather than providing answers, can build confidence, encourage independent thinking and make you a more effective mentor.
Sometimes the best mentoring response isn’t advice. It’s listening, reassurance and giving someone the space they need to think.
Great mentoring isn’t about having one tried-and-tested approach. It’s about recognising what someone needs in the moment and adapting how you show up.
A short series exploring the seven foundations that sit at the heart of how we think, work and perform more effectively.
A simple breathing technique shared by an executive coach that helps you feel calmer, think more clearly and show up better in meetings.
Here is me using the GROW model in a real time with a real person! I had no idea of what Nick was going to bring as an example. So you can hear a genuine ‘mike-drop’ moment when I wonder whether I have asked a Top Right Question too far!
Contracting is a process whereby the coach and the thinker work together to decide the practical aspects of the coaching agreement, such as the practicalities and nature of the working relationship.
Have you ever felt disproportionately stressed by feedback, sudden change, or feeling misunderstood? The SCARF model reveals why everyday workplace moments can trigger ancient survival responses — and how understanding them can transform how we lead, communicate, and perform under pressure.
When certainty disappears, the brain shifts into threat mode — reducing access to rational thinking just when leaders need it most.
When feedback feels unsafe, learning shuts down. The SAFE approach focuses on creating the conditions people need to hear feedback clearly and use it well.
New Year’s resolutions get a bad reputation, but the problem isn’t the goals themselves — it’s how we set and follow through on them. This post shares simple, proven ways to turn good intentions into achievable actions.
What if great leadership isn’t about doing more — but thinking differently? In this festive episode, we explore the 2% Club: the rare combination of trust, challenge, and top-right thinking that truly elevates people and performance. Grab a mulled wine and join the conversation.
In this video, I walk you through the workbook so you can see how it’s laid out and how it’s designed to support learning through practice, not paperwork.
In this video, we explain the difference between qualifying and accrediting as a coach, and why the step between the two is far simpler than most people expect.
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