Coaching – Karen Moore Biz

Coaching is a powerful, future & solutions focused development and learning tool for individuals, leaders or managers in any organisation or type of business. My coaching sessions are skilled and targeted conversations that challenge and support people to help themselves, and or their business, to excel and to think differently.

KAREN'S COACHING STYLE

My coaching style is friendly, strategic, future and solutions focused. I am a leader of change equipped with strong emotional intelligence, commercial acumen and intuitive problem-solving capabilities.

I have been coaching for 5 years and my experiences span business functions and includes driving culture changes, leading change management programmes, starting and closing business operations and establishing Boards and governance processes. As an Executive coach and mentor, I support leaders to establish their visions, nurture relationships and execute their action.

Certified Executive Coach and Mentor through Edinburgh Coaching Academy and Ros Taylor Company
Accredited in tools including; SocialStyles & Versatility, Thomas PPA and Strengths Profiles
Completed the training in the Thinking Environment for Facilitation and the Thinking Partnership
Experienced C-Suite Executive, Non-Executive Director, Chair and Founder
Contributes to the key areas of governance, strategy and talent and is a regular facilitator in the Boardroom also working 1:1 with CEO’s and Boards
Proficient networker and connector, building valuable and influential relationships across industry sectors

WHAT TO EXPECT

My Coaching Programmes usually take place over 6-8 sessions and a session lasts for approximately 1.5-2 hours. Your first ‘get to know you and me’ session is free.

IS COACHING FOR ME?

I believe there are enormous benefits to both the organisation and the individual being coached, however people often have concerns, wondering if performance coaching and mentoring for your employee is worth the investment?

Some key questions to ask yourself are:

Would individuals and the wider organisation benefit from improved employee’s performance? What would that look like?

If teams could establish greater awareness of themselves and also the dynamics of the team, would that have a positive impact within the organisation? How?

Are there skills and knowledge gaps within the organisation? Would addressing these gaps equate to improved business performance and opportunities?

I believe that coaching works best when it:

Is used when there is a desire or a need for change
Is used to help drive culture change in an organisation
Helps individuals to address specific issues, behaviours or enhance their performance when taking on a particularly challenging work role or project
Provides professional and personal development that is particularly appropriate for those in senior positions who have little time and for whom being lonely at the top can be a common experience
Is driven by the needs of the client. It is about assisting people to achieve their full potential, with a focus on what they want to achieve now and in the future. It is a partnership between the executive coach and the client for a defined period of time

The Benefits of coaching

To the individual:

Preparation for role/career changes and joining a board as an Exec or Non-Exec
Methods of managing stress, change, conflict or crisis
Creative ways for looking at behaviour change and behavioural styles
Enhancing personal impact and performance
Identifying solutions to specific work-related issues
Increased openness to personal learning and development
Increased versatility

To the organisation:

Greater commitment and buy-in from directors and senior managers
Retaining talent and keeping staff engaged
More creative outlook in business planning
Improved management of other staff
Building positive relationships between people and departments
Facilitating the adoption of a new culture in your business

My Coaching Programmes

I work with leaders to

Be their best– managing mindset, imposter syndrome & behavioural issues getting in the way of personal & business success & aligning themselves to their purpose & values
Develop leadership skills: versatility, growth mindset, courage, resilience, collaboration, connectivity & influence
Create confidence in themselves, their teams & organisations to achieve relevance & sustainability
Actively manage personal brand to have the desired impact
Manage team dynamics within & across teams & boards
Accelerate their impact at C-suite & board level
Prepare for & accelerate success in transition to new role, organisation, industry

You can follow one of my programmes or get in touch and I will tailor our time to meet your needs.

Career transition coaching

Executive to Non-Executive or own Consultancy; Retirement or Transition

SME Business Mentoring

Turnover less than £5m

Board or Team Coaching

Governance; Dynamics

Mentoring for Performance

A programme designed to challenge behaviours and improve individual performance at work

Executive Coaching Transition Programme

8 × 1.5 Hour Sessions

step 1

Begin with Setting some Coaching GOALS and OBJECTIVES – discuss the areas that the Coachee’s Career, their future Plans, Successes, Issues, Reservations and Opportunities.

step 2

Agree the Coaching Contract between the Coach and Coachee.

step 3

Create a Vision Statement – see where the Coachee wants to be in the next 5 years and to write that statement down. Identify key goals linked to the vision. Create a Career Journey.

step 4

Put the GOALS from the Journey into a COACHEE ACTION PLAN – capture some key target areas. Agree timescales and dates for the Coachee sessions and how and where we meet – F2F or Zoom?

step 5

Complete a Strengths Profile and a full Feedback Review 1 hour session – this session would look at Strengths and Weaknesses which impact on performance and especially relationships.

step 6

CV Review and Reframing and LinkedIn Review – ensure that the Coachee has the right career credentials for their next move – be that their own business, NED or a promotion. Having the right tools and personal brand window is essential, Applicant Tracking Systems.

step 7

Developing Coachee Personal Brand – Statement, 30 Second Story, Your USP’s, Your Vision, What Makes you Different, Why would a Business Hire you or Work with you? What is it you really want? What is your Offer / Services?

step 8

Finding and Connecting Strategies – looking for that new position or new business / new business development. How do you market yourself or your business? Business Avatars, Value proposition, 5 Bold Steps -your Strategy!

step 9

Applying for new positions – supporting statements, preparing for interviews, interview questions, mock interviews, due diligence, how to use LinkedIn, the Hidden Market, how to research the market, etc. If NED look at all the Sources for NED positions and how to use LinkedIn.

step 10

Suggest – any Tools, Role Plays or In Your Shoes exercises to work on areas the Coachee brings to the Sessions. Research, learning platforms, books, Guru’s, You Tube Video’s to improve knowledge of the area the Coachee wants to move into – Governance if NED, etc.

step 11

Review Goals, Outcomes, Actions.

step 12

Close the Loop and Evaluate the Programme – Check that the Coachee has all they need - the right tools and the right strategy for their transition.

High Performance Programme

8 to 10 × 1.5 Hour Sessions

step 1

Begin with Setting some COACHING & MENTORING GOALS / OUTCOMES — discuss the performance areas that the Client has specifically to address and some other areas they would like to work on — Does this need a 3 way conversation with their line Manager? If a manager is involved.

step 2

Agree the Contract between the Client and Coach.

step 3

Create a Vision Statement — see where the Client wants to be in the next 1 year and 5 years and to write that statement down.

step 4

Put those GOALS into a Client ACTION PLAN — capture some key performance areas. Agree timescales and dates for the Client sessions and how and where we meet — F2F or Zoom?

step 5

Complete a Strengths Profile with a full Feedback Review. 1.5 hours session — this session would look at Strengths and Weaknesses which impact on performance and especially relationships and behaviours .

step 6

Client Sessions could focus on a specific work CHALLENGE area that was coming up for the Client — this could be about planning the activity, focusing on style, behaviours, etc .

step 7

Client Sessions could focus on building on STRENGTHS from their Profile — working on areas to improve these strengths - areas like Strengthening Performance, Strengthening Leadership, Improving Resilience, Giving Feedback, etc.

step 8

On Job Feedback — Provide the Client with feedback from observing them in a work based situation — watching them lead a meeting; lead a supervision session. Provide both oral and written feedback of the session.

step 9

Support with Leadership / Management Development — suggest learning from the Coach’s own experience, reading, Videos, Professional Articles, Training, Books, etc.

step 10

Suggest — any Tools, Role Plays or In Your Shoes exercises to work on Challenge, Behaviours, Leadership Challenges, Career Transition / Promotion or Performance areas the Client brings to the Sessions .

step 11

Review Goals, Outcomes, Actions.

step 12

Close the Loop and Evaluate the Programme — Lessons Learnt and Changes in Behaviours — 360 with client, Board, staff and line manager . Final Evaluation Form with Client.