Coaching and Leadership Development

Working with individuals and teams to develop leadership and enhance individual effectiveness, using analytical, interpersonal and facilitative skills alongside empathy and objectivity.

  • Coaching for Performance
  • Career Management>
  • Team development
  • 360 appraisal
  • Psychometric Testing including Myers Briggs and CPI
  • Facilitation

Coaching

My approach to coaching is based on a model of seeing the relationship as one of equals in which the role of the coach is to release the resourcefulness of the client in developing and managing change, taking a whole life perspective.

I am able to offer psychometric instruments to support self-development, including Myers Briggs and CPI with associate’s able to offer a range of other instruments.

Recent activity has included coaching Chief Executives, HR Directors and Senior Managers to improve performance and personal effectiveness, develop strategy and consider future career direction.

The professional development I have achieved since working with Glenys as my coach is perceptible. She has enabled me to reflect on the role of the CEO in a challenging organisation and develop clear strategies for dealing with conflicting priorities successfully.

Chief Executive

Glenys coached me on appointment and helped me become a successful Director.  Her challenging but supportive approach enabled me to think more strategically and deliver significant change.

Director of Workforce

360 Degree Leadership Review

Several NHS Organisations have wished to gain feedback for their senior management teams and have found the Compass360 tool a flexible approach for developing a bespoke competency framework. Teams from 12 to 36 have participated in an electronic process.

Feedback was provided to each individual and during discussions managers were able to identify where their performance was being perceived as effective and any potential areas for development, thus helping to inform development plans. In addition a group report was produced to identify areas of strength and common development needs across the organisation to inform corporate planning.

I have provided a similar process for a Non-executive team, utilising the NHS NED Competency framework.