“I have found Amanda to be an empathic and inspirational coach; she uses classic, and also more creative, coaching techniques without the client being aware of the ‘seams’ or of the sheer effort of mind that she is putting in to pursue the client’s goals.”

Carla Holden, Business Psychologist, 2007

Couple listening intently



How I Coach

Through coaching I have helped individuals:

My approach to coaching is informed by psychology, 20+ years commercial experience, & my experience as a line manager.  I draw upon leading-edge thinking in areas such as: Transactional Analysis, Neuro Linguistic Programming, Gestalt, & Positive Psychology.

I often adopt a Solutions-Focused coaching model because it tends to be expedient, results-oriented, & positive – using the coachee’s unique strengths & resources to think for themselves & develop their own solutions.  However, my approach is flexible - the structure & content of each meeting is tailored to the individual’s needs & personality.  My style is both challenging & supportive.

Working in partnership

It’s important that we want to work with each other.  Research has shown that the relationship between the coach & coachee is twice as important in determining the achievement of objectives, as the coaching model that’s used.

Before committing to coaching, we would meet to discuss objectives. We might work out how to measure Return On Investment, & we will estimate a realistic time-frame for change.  We will discuss how I work, & whether or not coaching is likely to be the most effective developmental option.  In addition we will discuss confidentiality. (I encourage coachees to track progress, & take responsibility for updating their manager or HR partner.)

Most people arrange a programme of 6 coaching sessions.  However, sometimes 3 will be sufficient.  Occasionally, if someone wants to get clarity on a very specific decision, or issue, they may find 1 session is all they need.  Each coaching session can last between 1 and 2 hours.

At the start of each coaching session, we agree objectives, & we might review practice & experiences between meetings.  I might ask questions to:


In addition to asking insightful questions – simply reflecting back someone’s thinking, behaviour, or impact, can help them choose to change, or develop their confidence.  Sometimes it’s useful to use a personality profiling tool, or feedback from colleagues to increase self-awareness.  Some coachees ask me to give them feedback after having observed them at work.  We might rehearse challenging conversations, or we might use what’s going on between us, in the present moment, to gain insight into what’s happening back at work.

Coaching is most effective when people are committed to changing, & willing to invest time reflecting, & practicing new thinking patterns or skills.  Between sessions, individuals might ask for feedback from key people; observe someone with particular skills; hold a crucial conversation; read a particular book or article; or simply note the pros & cons of a pending decision, for example.

Toward the end of each session, we will review what the Coachee has found useful, & not so useful, in order to continuously improve how effectively we work together.

 “I really recommend Amanda as a Leadership coach as I believe she perfectly balances style, skill, experience and business understanding.”

Amber Regan, People Team Manager – OMD, 2007