A coaching session, which provides space to pause and think about challenges and opportunities, has the potential to make a big difference to careers and life at work. At the heart of coaching is the quality of relationship between the coach and coachee. Our coaches are trained to work with people to gain clarity about the changes they are seeking to make, and to travel with them on the journey of making these changes.

We work with people to help them understand their context, their key relationships, the business environment they work in and the organisational culture. We support the individual to find a way to be contextually authentic within their environment.

Our offer extends beyond the coaching sessions – for us coaching is an intervention that can include multiple elements.

  • Interviews with key stakeholders
  • 360 feedback
  • Psychometrics
  • Joint session with line manager, individual session with line manager
  • Recommended reading
  • Keeping a reflective journal
  • On-going email support
  • Personal development plan
  • Remote coaching

About coaching

Jean Balfour talks about why people come for coaching and what actually happens in the process. Research shows that the quality of the relationship between the coach and the coachee has the biggest impact on outcome. Meeting with the coach for a chemistry session can help you decide whether that coach is a good fit for you.

What clients say about us

"Jean provided effective and much appreciated guidance in my career transition process. She was an insightful listener, who understood to help me cut through the complexity of my situation. She competently pointed out the different levels of decision making and respective underlying conflicts involved and held up a mirror that allowed me to see my situation and options more clearly."

Director in a global bank

Coaching for Executives

Senior executives have a huge impact on organisations. Every small move, word and behaviour is examined by the people they lead. Therefore organisations need highly emotionally intelligent leaders who are able to lead through complexity with courage.

At the core of executive coaching lies helping leaders to know themselves, their triggers, their reactions and their leadership style. It provides a safe environment to explore their context, focus on key stakeholder relationships and plan for the challenges ahead. In this environment coaches are able to challenge executives to expand their competence, learn to flex their style so that they can lead at their best.


  • Creating space to explore current and future business challenges
  • Clarity about leadership style and how to flex to have the greatest impact
  • Ability to lead through high quality relationships with a range of stakeholders and employees

Coaching for Junior and Mid Level Managers

It is often said that people leave managers not organisations. Highly competent managers are key to employee engagement and the development of high performing teams. And yet new managers are often promoted with little or no development as a leader. They may be competent and experienced in their previous role and then are suddenly expected to provide a different level of support, role modelling and leadership to bigger and more senior teams.

We believe that relationships are at the heart of effective management and leadership. Building high quality relationships are key to being an effective manager alongside the need to learn and develop skills such as managing performance.

Our coaching packages for junior and mid level managers are designed to provide both support and challenge, coupled with input on specific areas of knowledge where needed.


  • Ability to apply core management skills in their context
  • Confidence to manage individuals and teams
  • Enhanced self awareness and ability to manoeuvre difficult relationships

Coaching for Maternity and Career Breaks

There are times when an employee will want or need to take a planned break from the workplace. Facilitating this, and ensuring the organisation is receptive to and accepting of break periods, is critical to retaining high quality and engaged employees. We support planning for these breaks, including career reflection, as well as the difficult period of readjustment after the break has finished.


  • Identifying strategies for managing the break successfully
  • A clear plan for the manager and employee to work on together
  • Higher retention of key employees

Coaching for High Potentials

High potential employees are the future success of the organisation. Identifying high potentials in the organisation and growing them is key for succession planning.

In highly competitive markets developing strategies to engage and retain these key employees is a business imperative.

Developing broad skills and wide experience will be part of the talent management programme. Alongside this encouraging them to emerge as leaders and to grow in self-awareness and emotional intelligence will enable them to become well rounded individuals and leaders.


  • Robust actionable development plans linked to career goals
  • Growing emotional intelligence and resilience
  • Clarify their career trajectory in the organisation

Coaching for Women

In most organisations women and men are in equal numbers in entry-level roles. As they become more senior, we see fewer women achieving promotions and gaining senior level roles. At executive level there is often a noticeable gap between numbers of men and women.

We help women succeed through our focused coaching programmes as part of the organisational solution to reducing gender gap. Through our coaching women identify ambitious career goals, develop robust career plans and identify strategies on how to overcome challenges along the way. The coaching can form part of our career programmes for women.


  • Development of a targeted career plan
  • Strategies for overcoming challenges and building confidence
  • Skills in being politically savvy, strategic networking and raising your profile

Career Coaching

In our changing world we are working longer and harder with little time to stop and think. Most of us experience a cross roads in our career at some point where we are faced with decisions about our next move toward our own success. Having someone to help with the choices and decisions and to help us move to the next level is key.

Our career coaching process includes reflective career mapping and future goal setting. We analyse strengths and values and support the development of a robust plan.


  • Clarity about future direction
  • In-depth understanding of strengths and values
  • Detailed plan for bridging skills and experience gap

Face-to-Face or Remote Coaching?

In our busy and increasingly global working environments time is precious. Coaching provides a path through the busyness, and often it is more time effective to have the coaching remotely rather than either the coach or coachee travelling. Our experience is that each method brings benefits and it is not that one is always better than the other. We work with the coachee and the organisation to identify the most appropriate method.

Coaching sessions are held in a place that allows for privacy. When coaching face to face we ensure the environment supports this. For phone coaching we encourage the coachee to find a private place where they will not be interrupted.

Group coaching often makes the challenge of having people come together in the same location. Coaching groups over phone or webinar overcomes this and enables people to focus their learning on their context.

We also offer coaching face-to-face and remote coaching packages for individuals who are not sponsored by an organisation. Please get in touch with us for more information.

Recent blog posts

Think Equal, Build Smart, Innovate for Change

To change the conversation on gender inclusion in the workplace we need a fresh point of view. What is already going well and what can we learn from it?

To Create a Coaching Culture at Work - Start with Ask

How do you build a coaching culture and can we do it quickly? Start with asking your team some questions.

But I Like Change, Don't I?

Changes at work are plentiful and unless we pay attention to the psychological process of transition, we can end up getting stuck.

How do I find time to coach as a manager?

Managers who use a coaching approach ask instead of tell, they not only encourage their team to solve their own problems, they also believe they can.

Are You Politically Savvy?

Organisations are political and we cannot avoid organisational politics if we want to both be successful in our roles and in our careers

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©  2018 Bailey Balfour