If we were to ask you what would you want from one of our Executive coaching programmes, what would you say?

• A sounding board for major decisions?
• More time?
• Better work/life balance?
• To become CEO/MD/Director?
• A new career?
• To be understood?
• To be more decisive?
• Better Leadership Skills?
• To be more focused?

• To feel comfortable in meetings?
• Better presentation skills?
• To have more confidence?
• To be able to control my emotions?
• To be motivated?
• To be able to motivate my team?
• To earn more income?
• To improve profitability?

These are just a sample of the areas our Executive Coaching clients have required us to provide.

Career coaching is confidential, supportive and goal centric and focuses on you in many areas, which include:

• Personal development
• Relationships
• Decision-making
• Career change
• Work-life balance

• Stress management
• Interpersonal communication
• Time management
• Self-awareness and self-acceptance
• Presentation skills

We have a team of personal life coaches who offer the highest quality of coaching to individual clients, covering a broad range of life challenges.

If you are looking for just another training and development course for you, your team or your business please do not ring us.

If you are prepared to be challenged, stretched, feel uncomfortable and get real value then call us now.

We are only interested in delivering a training and development programme where you, your team or your business say ‘I/we got real value in every respect’, not just, ‘I/we met some great people’.

We design and deliver programmes that meet your specific needs. They are expensive but then we deliver real value.

Our confidence in our delivery is measured by your success and our money back guarantee.

The 2008 Chartered Institute of Personnel and Development (CIPD) survey on Workplace Mediation analysed the reasons employers gave for using Workplace Mediation.

Reasons commonly cited were:

• Improving relationships between individuals;
• Reducing or eliminating stress;
• Reducing the number of formal grievances;
• Developing an organisational culture that focuses on managing and developing people;
• Avoiding the cost of defending Employment Tribunal claims;
• Reducing sickness absence; and
• Being able to maintain confidentiality.

The Workplace Mediation process achieves these outcomes in various ways, but perhaps most importantly it improves communication and addresses unreasonable claims and expectations.

People tend to take up rigid positions and avoid communicating with the party with whom they are in conflict or will communicate with them through an intermediary. The face-to-face meeting that occurs in a joint session allows communication directly between the parties. It provides a safe environment in which parties can move slowly towards rebuilding their relationship. An honest conversation in a confidential setting, carefully managed by the mediator, can flush out issues and bring about fundamentally changed behaviour. This, in turn, can lead to increased staff loyalty and improved productivity than any number of HR processes could have achieved.