How do you want
to flourish at work?
Meaningful contribution, relationships you value and room to use your strengths. Workplace coaching offers a genuine conversation about the working life you want to grow towards, within the realities of your role and organisation.
For employees, professionals, managers and leaders. Bring the working situation you need room to think about. Explore the approach.
30-minute Google Meet conversation · Free and without obligation.
What would you like to grow towards?
For employees, professionals, managers and leaders. Your focus might be a possibility you want to develop, a transition or a different way of working. Select an area to explore.
Meaningful contributionValues, strengths and worthwhile work.
Explore what makes work worthwhile to you. Bring your values and strengths into decisions about your role, your career or a new opportunity.
Relationships you valueCollaboration, communication and trust.
Develop how you connect, collaborate and communicate. Prepare a conversation, explore another perspective or practise the kind of colleague or leader you want to be.
Growth and responsibilityLearning, confidence and new possibilities.
Make room to learn, contribute or take on a new role. Explore how to build on your strengths, develop confidence through experience and support others.
Sustainable progressEnergy, priorities and sustainable progress.
Consider achievement alongside energy, recovery and life beyond work. Explore priorities, resources and agreements that make a worthwhile working life more possible.
Work with the person.
Understand the workplace.
I’m excited by what Positive Psychology brings to working life: a focus on what helps you flourish. We start with what already works: the tasks that engage you, strengths you use well and relationships that support you. From there, we explore how you want to grow and contribute.
Research links a good coaching partnership with better outcomes, while careful listening can help people reflect more openly. I offer presence and honest conversation so you can hear yourself, question assumptions and develop your own response, then test it in your working life.
Room to think
Attentive, unhurried conversation helps you notice what is already working, where you feel engaged and what you want to develop. We use that experience as a starting point for change.
Questions that open possibilities
We examine familiar stories about competence, success and responsibility. A different question can reveal a choice, a conversation or an assumption worth testing.
Strengths in action
Your strengths are ways of thinking, acting and relating that help you put what matters into practice at work. Curiosity might help you ask a useful question, fairness shape a decision or kindness strengthen a working relationship. We explore where these qualities already help you contribute.
The conditions around you
We consider role clarity, resources, power, culture and competing demands. Some difficulties call for changes in the workplace as well as changes in your response.
Research across randomised studies suggests that workplace coaching can support positive outcomes on average, with variation between studies and limitations in the evidence. That makes a clear agreement and a useful review of your own progress essential. Read the coaching research, or explore the wider ideas behind my approach.
Room to think.
A fresh perspective.
A genuine coaching relationship gives you space to think aloud about your working life. I listen closely, reflect what I notice and ask questions that help you recognise what works and explore what comes next.
Recognise what works
Notice the work that engages you, the strengths you draw on and the relationships that support you. We use these experiences to understand what you want to develop.
Explore your choices
We can examine an assumption, consider what success means to you or explore another way of responding. Your experience and my questions shape the conversation together.
Take a useful next step
Rehearse a conversation, try using a strength differently or make room for work that matters. We review what happens and use what you learn to shape your next step.
Bring a real situation.
Leave with something to try.
We agree what would make the conversation useful and keep returning to the realities of your work.
Understand the situation
Explore what you want to develop, what already works and what matters to you. Notice the strengths, relationships and working conditions that support your progress.
Develop your response
Consider options, rehearse a conversation or use a strengths or values exercise. Choose a manageable action and prepare for likely obstacles.
Review what happens
Look at the effect on you, your work and the people involved. Learn from what happened and adapt the next step, including when the wider situation needs attention.
Making more room for work that matters.
Suppose you want to spend more time on work that uses your strengths, while keeping the everyday responsibilities of your role in view.
We could explore which activities feel meaningful and engaging, what others rely on you for, and where there is room to develop your contribution.
You might prepare a conversation about priorities, propose a small change in how a task is shared or test a different way of approaching routine work. We consider who else is affected and what agreement you need.
We then review the effect on your contribution, energy and working relationships. The aim is to learn what supports a more fulfilling and workable way of doing your job.
This illustrates the process. It is not a client case study or a promised outcome.
A thoughtful partner.
For your working life.
I hold a Positive Psychology Coaching Diploma from the Positive Psychology Guild and am an Association for Coaching Accredited Coach. My approach brings attentive presence, honest conversation and practical experimentation together, with attention to the whole person.
We take your experience seriously while considering your relationships, responsibilities and the wider workplace. You decide what fits. We agree what useful progress would look like and review it together, adapting the work as your needs and circumstances change.
Create conditions in which
people can contribute and grow.
When ADHD is part of the picture, meaningful work and individual strengths still matter. So do clear expectations and practical support.
For the person being coached
We can explore interests, strengths and goals alongside attention, time, energy and the working environment. Possible experiments include clearer priorities, visible reminders, a different task structure or a conversation about support.
For employers and managers
Where agreed with the person being coached, we can clarify the purpose of coaching and consider the working conditions around their goals. Stakeholder conversations and any reporting are agreed in advance.
Ask about an Access to Work coaching quote. Funding depends on DWP eligibility and approval.
Start with a conversation.
Agree the work together.
The free introductory conversation lasts 30 minutes on Google Meet. It is a chance to explain the situation, ask questions and decide whether the support fits.
Self-funded coaching
From £150 for 75 minutes.
Online across the UK or in Shoeburyness, Southend-on-Sea. We agree the focus, fee and confidentiality boundaries before you commit. You can discuss one focused session before deciding about further work.
Book a free conversationEmployer-funded coaching
A quotation based on the agreed scope.
We agree goals, stakeholder involvement, fees and reporting before work starts. Private session content is not routinely shared with an employer. The agreement sets out any sharing and the limits of confidentiality.
Discuss workplace coachingIf work connects with a wider question about your life and direction, the main coaching page explains the broader offer and fees. If ADHD is central, explore ADHD coaching.
About workplace coaching.
A clear agreement matters, especially when someone else is funding the work.
Who is workplace coaching for?
Workplace coaching is for adults navigating working life, including employees, professionals, managers, leaders and people changing roles or careers. You do not need a senior job title or a clear goal to begin.
Can my employer pay for coaching?
Yes. Before work starts, we agree the purpose, fee, confidentiality limits, who is involved and what information may be shared. Private session content is not routinely reported to your employer. Any agreed reporting is discussed with you in advance, alongside legal and safeguarding limits.
Will you tell me what career decision to make?
We explore your options, assumptions, values and practical constraints so that you can make your own decision. Coaching does not replace business, legal, financial, occupational health or employment advice.
What if the problem is my working environment?
We look at demands, resources, relationships and organisational expectations as well as your own responses. We can distinguish what you can change, what needs a conversation and where another source of support or a wider change may be needed.
Can coaching help with ADHD at work?
If ADHD is central to what you want support with, my dedicated ADHD coaching page explains that work. We can discuss which coaching agreement best fits your situation.
How do we meet and what does it cost?
Sessions are available in Shoeburyness, Southend-on-Sea, or online across the UK by Google Meet. Self-funded workplace coaching starts from £150 for 75 minutes. Employer-funded work is quoted separately. The first 30-minute conversation is free and without obligation.
What would flourishing
at work mean for you?
Bring a hope for your working life, a question or an opportunity you want to explore. The first conversation is a chance to experience how we might think together.
Free 30-minute Google Meet conversation · No obligation to continue.
