Coaching Conversations

Coaching is so much more than just a conversation! Coaching goes beyond the ability to ask questions and listen attentively. Coaching explores personality traits, behavioural habits and thinking processes. Eileen Hutchinson

‘Coaching conversations focuses on helping another person to understand themselves through the art of communication. At the core of the conversation will be the very essence of the problem, situation, or individual goal. Coaching conversations are based on asking rather than telling, on provoking thought rather than giving directions or advice and it holds individuals accountable for their goals and aspirations’ 

Coaching conversations are an important way to turn experiences into learning, and supports individuals to engage and develop themselves by becoming more self-aware, leading to better work related performance. Coaching reinforces strengths and explores weaknesses, opportunities and threats, helping people to take responsibility and ownership for their actions and their interpersonal development.

Coaching can be more time consuming in the short term compared to other methods of training, improving or developing your staff, but coaching pays dividends overall. It is acknowledged as one of the best ways to get improved performance from staff.

More broadly, organisations benefit from a coaching culture through:

  • Increased employee engagement
  • Increased job satisfaction and morale
  • Increased collaboration
  • Improved teamwork

Being a coach is all about developing others and it is an essential part of leadership. Effective coaching conversations requires you to do a few things:

  1. Listen with curiosity and put the coachee at the heart of the conversation and become a great listener.
  2. Build rapport, ask curious questions and embrace silence, giving time to the coachee to fully know what they want.
  3. Give objective feedback and remember there is no such thing as failure only feedback.

When you’re able to listen with curiosity, respond by building rapport, embrace silence and give constructive feedback you will have the basis of a coaching conversation

Start your coaching conversation by finding out the coaches views of their current situation, using active listening and asking open questions to encourage the coachee to talk openly and to raise their awareness and therefore insight into the issue.

Using my Insights coaching model as a frame will help you to ask insightful questions which will take the coachee on a journey of inner self discovery. This is a good way of creating time for the coachee to really think about what is important for them to achieve.

The essence of good coaching conversations, is that the development process is two way and enables both parties to build absolute trust in each other. Therefore it is essential that a trusting relationship is established, and expectations are explored and established from the very beginning. Outtake from EH Leadership Coaching Diploma.

Eileen specialises in helping clients with inspired learning and leadership development, by supporting and equipping talent management with a variety of training or coaching packages.

Eileen works with senior management teams, individuals, independents, & other coach’s on executive, interpersonal or business coaching. Please visit her websites 

www.ehleadershipcoachingacademy.com www.eileenhutchinson.com

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Experiential Learning in the workplace

Experiential learning supports employee development by building knowledge and skills and offering a path for successful application in the workplace. When they learn by doing, individuals learn how to change their behavior in order to improve performance and have a greater impact in the workplace. Another benefit of experiential learning is that individuals remember as much as 90 percent of what they learned, compared to only 5 percent for traditional learning. This degree of retention helps individuals apply more of what they learned, even long after training has taken place.

The importance of experiential learning for children is evident to us all. We would never have learned to ride bicycles or hit balls without taking tumbles, swinging and missing, and trying again until we had developed some mastery. When it comes to adult learning, we often ignore the simple fact that experience and practice underpin all performance improvement, whether simple psycho-motor activities or complex decision-making processes. In fact, all workforce development can be distilled down to four basic elements: experience, practice, conversations and reflection

Kolb – Experiential Learning

As we continue to look at models of learning it is vital to include Kolb experiential learning model here. Kolb D. (1984) proposed a model of learning that has become widely known and used as a basis for considering how we learn from experience. This is often referred to as the experiential learning cycle.

The model suggests four learning stages and style preferences whereby ‘immediate or concrete experiences’ provide a basis for ‘observations and reflections.

These ‘observations and reflections’ are distilled into ‘abstract concepts’ producing new implications for action that can be ‘actively tested’. in turn creating new experiences. Kolb’s model has provided a basis for the development in the UK of the Learning Style Preferences model and questionnaire, as discussed above by Alan Mumford and Peter Honey, and it is important for coach/mentor and coachee/mentee to recognise both their own learning style preferences and those of the other party, experiential learning enables this process to take place.

What are the benefits of experiential learning?

Here are five distinct advantages experiential learning has over traditional classroom, instructor-centric methods.

  • Ability to immediately apply knowledge. …
  • Access to real-time coaching and feedback. …
  • Promotion of teamwork and communication skills. …
  • Development of reflective practice habits. …
  • Accomplishments are obvious

Why is experiential learning so effective?

Experiential learning is personal and effective in nature, influencing both feelings and emotions as well as enhancing knowledge and skills. It goes beyond classroom learning and ensures that there is high level of retention, thereby delivering exceptional RoI over a traditional learning program.

What is the role of experiential learning methods in the training process?

Experiential learning is also called as ‘learning by doing’ and the training involves a two way interaction unlike the informational training methods which are more of one sided. … On the Job Training (OJT): This training method is used to impart new skills to the employees when they are working on a certain position.

What are examples of experiential learning?

Experiential learning is a method of educating through first-hand experience. Skills, knowledge, and experience are acquired outside of the traditional academic classroom setting, and may include internships, studies abroad, field trips, field research, and service-learning project. Outtake from EH Leadership Coaching & Mentoring Diploma workbook.

Eileen specialises in helping clients with inspired learning and leadership development, by supporting and equipping talent management with a variety of training or coaching packages.

Eileen works with senior management teams, individuals, independents, & other coach’s on executive, interpersonal or business coaching. Please visit her websites 

www.ehleadershipcoachingacademy.com www.eileenhutchinson.com

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Carl Rogers, Coaching & Mentoring

Carl Rogers is the founder of “Person Centred Counselling” I studied the work of Carl Rogers many years ago when I undertook my training in person centred counselling. I did not think back then, that I would use his model of facilitation within my coaching practice, nor did I even imagine I would create my own coaching models or even own a leadership coaching company, but here I am!

Carl Rogers was one of the founders in the humanist movement, (or client-centred approach). Rogers widely advocated this approach because at its core it enabled a coach to understand not only the human part of relationships, but the personality of the individuals within the relationships.

The person-centred approach is a unique way of enabling individuals to make a shift within their own learning process. This was a shift away from the traditional authority teacher telling you what to do, i.e. by giving you Information and Instructing you on how to pass a test, towards the individual finding their own solutions by understanding their unique learning styles. This became known as a model of facilitation, a process for the individual to arrive at their own solutions to their own learning objectives.

At the core of person-centred coaching are five principles: 

1 A coach can only facilitate another’s learning” (Rogers, 1951). This outcome is directly from his personality theory, which states that everyone exists in a constantly changing world of experience in which he or she is at the centre. Each coachee reacts and responds based on perception, projection and their individual life experiences (Hutchinson 2019)

2 “A person learns meaningfully by being in involved in their own development and improvement within the core self” (Hutchinson 2019).

3 “Experience, by being coached, which, if assimilated, would involve a change in the individual’s perception of self, the coachee will learn if he or she is open to varying ideas. Being open to consider ideas that differ from one’s own is vital to creating a coaching culture. Therefore, tenderly encouraging open-mindedness is helpful in engaging the coachee in learning experience. (Hutchinson 2019).

4 “The structure of self appears to become more rigid under threats and to relax its boundaries when completely free from threat” (Rogers, 1951). If coaches believe that concepts are being forced upon them, they might become uncomfortable and fearful. A barrier is created by a tone of threat in the coaching relationship. Therefore, an open, friendly environment in which trust is developed is essential.

5 ” The coach should be open to learning from the coachee too, by giving feedback on observed performance and supporting the coachee to discover their own wisdom. (Hutchinson 2019)

Carl Rogers also identified three elements which he felt were an important part of effective facilitation.

Congruence, Empathy & Responsibility 

My understanding of these main characteristics and elements are:

Congruence: being open, being real with a sense of genuineness and honesty.

Empathy: the capacity to understand or feel what another person is experiencing from within their frame of reference, i.e. walking in their shoes.

Responsibility: by showing unconditional positive regard coaches accept and take responsibility for themselves.

Carl Rogers ‘belief in his inability to teach anyone anything, merely to provide an environment conducive to effective leaning, is the guiding principle of his theory.

Using facilitation as a coaching method is more about how you show up in the coaching session, it’s about being genuine and being present. It’s also about making the process of coaching easier for the coachee. In order to use this approach, you must have a strong sense of self and move away from being the controller or teacher to becoming the facilitator.

There are no half measures when working this way, therefore it is important to not only look at the behaviours and skills of facilitation but to take the necessary steps towards becoming a good facilitator.

My understanding of these main behaviours and elements are:

Be open with yourself and don’t hold back from expressing who you are and by showing your true feelings.

Be open and curious about who other people are, by acknowledging and embracing differences.

Accept individuals and situations as they are and coach with empathy by creating an environment of non-judgmental positive regard.

As we know the coaching setting is paramount in order for you to engage with your coachee and I have created a learning model which is called the 5E’s model of learning, which you may find helpful with your coaching practice. 

STEP 1 ENVIRONMENT: Create a safe space and the freedom for the coachee to examine situations from a new and different perspective.

STEP 2 ENGAGE: By learning and engaging with your coachee by exploring coaching techniques and tools, will help you to create insight and awareness for the coachee to define their goals.

STEP 3 EXPLORE: Enable the coachee to discover their inner self by identifying how certain questions make them feel and give them the tools to respond in an authentic manner.

STEP 4 ENHANCE: The coachee’s learning through their inter-personal development, expanding their mindset, changing their perception of who they are and by supporting them to create a new narrative by bringing their true self to the coaching process. 

STEP 5 ELEVATE: Rapidly support your coachee to remove self-limiting beliefs and sweep away old patterns of behaviour, by enabling your coachee to advance to a higher level of self-actualization. 

My coaching specialises in helping clients with inspired learning and leadership development, by supporting and equipping talent management with a variety of training or coaching packages.

I work with senior management teams, individuals, independents, & other coach’s on executive, interpersonal or business coaching. Please view my coaching and leadership packages or for more information please contact me  or visit my training academy website below.

www.ehleadershipcoachingacademy.com


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Business Coaching & Mentoring

Managing a business successfully is a challenge and sometimes the challenges become difficult. Making informed decisions is the only way to grow your business and you will at times be faced with uncertainty. Identifying the best way forward needs to be done in a structured, proactive and balanced way. Making business decisions is all part of the journey, however, without good quality coaching or mentoring you put the business and yourself at risk.

Working with anyone in business is all about knowing who to “Trust” and working with me on your business or your new business idea will be a focused experience. I’ve come across people who are all about taking and no giving. So from the outset, I will be building and establishing a trusting relationship with you. In partnership, we will cover all aspects of your business needs.


I will help you to improve the results of your business by offering you a hands-on approach and supporting you to:

  • Identify what you need in order to develop and grow.
  • Understand your business proposition and where to make changes.
  • Focus on the parts of the business that will impact and influence on your results.
  • Develop the leadership skills you and your team need through a leadership review programme.  
  • Avoid mistakes and common pitfalls by developing a business strategy that works.

What qualifies me to help you?

A qualified business mentor, SFEDI Adviser, and Assessor, my work has included assessing Business Link Advisers in East Anglia, working with Luton and Bedfordshire Chamber of Commerce.

I have a portfolio of clients ranging from Sole Traders, Directors of Ltd Companies, Partnerships, Social Enterprises, Charity Managers, and Executives. The cost for the Business Coaching/Mentoring one to one programme is £75.00 per session per hour which is via video conference call, email, and phone. Face to face sessions will be either half a day or a full day depending on the coaching/mentoring required.

It is such a privilege to have worked with businesses and business startups, some of my clients have a international market. I continuously work with leadership business teams, Individuals and CEO’s. If you feel like I am the kind of coach you would like to work with, then please contact me!

Additional Coaching & Mentoring

I offer additional coaching in “Enterprise and Entrepreneurship” and two Business mentoring programmes, covering all elements of business planning and leadership development. Please view the links on the page by clicking back to page – for an overview of each programme.

www.eileenhutchinson.com www.ehleadershipcoachingacademy.com

Eileen Hutchinson Leadership Coach & Owner of EH Leadership Coaching Academy, with center status from ILM.

Eileen specializes in helping clients with inspired learning and leadership development, by supporting and equipping talent management with a variety of training or coaching packages

Eileen works with senior management teams, individuals, independents, & other coaches on executive, interpersonal or business coaching. Please visit her websites www.ehleadershipcoachingacademy.com www.eileenhutchinson.com

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Explore Coaching

I would like to invite you to explore my 5E’s coaching programme, which is being described as a transformational intervention. The techniques within the 5E’s programme enables you to engage with others more effectively.

My work has been modelled and studied from an NLP perspective. The observations were to review the techniques I used with individuals and groups. This was due to the incredible breakthroughs people experienced when working with me. By reviewing my work I went on to develop the “5E’s programme” and the “Insights Coaching Model”. These are unique processes becoming influential within the coaching and mentoring sector. My work is referenced by other professionals and authors too.

Coaching is so much more than just a conversation. Coaching goes beyond the ability to ask questions and listen attentively. Coaching explores personality traits, behavioural habits and thinking processes. Eileen Hutchinson. 

Exploring how you feel when asked certain questions is just one way of “Engaging” in the coaching relationship. Exploring is all about creating a safe space to examine situations from a new and different perspective. Aside from “Exploring” and “Engaging”, you will test many new tools and techniques, helping you to create insight and an awareness of how to define your goals, enhancing your learning, while creating new solutions to current problems. The 5 E’s model will enable you to clearly plan and elevate to a higher level of self-actualization.

You will find the 5 E’s of Coaching to be a powerful set of tools, enabling you to experience rapid results, by working at an accelerated pace, unlocking barriers and letting go of self-limiting beliefs. You can use my 5 E’s model in your personal development, coaching, mentoring, leadership or developing your own team or business.

When you book a session with me you will fully experience the 5 E’s and “Elevate” to a higher perspective. Please see my booking section on the website to engage with me. The model at the bottom of this page gives you an idea of the how the 5 E’s programme works.

I would like to invite you to take some time to explore the coaching interventions on my website, as they will give you a deeper understanding of how my sessions work and what to expect from each coaching theme. Please note all of the interventions come with a different range of tools and techniques, however, together, we will create a bespoke coaching programme around your specific needs – Please call me to explore how we can work together.

Life Coaching – Assists you in gaining in-depth knowledge of how to use effective tools to support you in making the changes you seek in your life. You may be suffering from low self-esteem, low confidence, a lack of purpose, or trying to overcome an addiction. Motivational Coaching – Helps you to develop positive behaviours and achieve your goals. Managers and business owners find motivational coaching helps them to keep on track and become more focused on achieving success. Mindfulness Coaching – Enables you to connect and listen to your inner wisdom. You will learn how to live in the present moment and create inner peace, contentment, and clarity.

NLP Coaching For Busy People – Explores ways in how to change your thought process by changing the words you use. NLP is embraced by people in business or to develop team members, as it enhances learning on many levels, “Elevating you towards being the best you can be”. NLP gives you the ability to be at the centre of your interpersonal development.

Career Coaching – Gives you a clear direction on career matters and helps you to answer many questions around either leaving your current job or making the changes necessary to adapt and get the best out of where you are. You will be invited to look at your patterns of behaviour and to undertake a career review to ensure you are on the right track.

Leadership Coaching for Individuals and Companies – Are you in a leadership role? Do wish to improve your team’s performance, and need a helping hand to support you along the way. If so you will find my leadership coaching will equip you to become an effective leader.

Coaching Supervision – Supports professional coaches/mentors with the opportunity to reflect on the skills and knowledge they have gained. Please visit my website to explore these coaching interventions. https://www.eileenhutchinson.com/one-to-one/explore-coaching/

Eileen Hutchinson Leadership Coach & Owner of EH Leadership Coaching Academy, with center status from ILM.

Eileen specializes in helping clients with inspired learning and leadership development, by supporting and equipping talent management with a variety of training or coaching packages

Eileen works with senior management teams, individuals, independents, & other coaches on executive, interpersonal or business coaching. Please visit her websites www.ehleadershipcoachingacademy.com www.eileenhutchinson.com

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International Women’s Day!

International Women’s Day (IWD) is celebrated on March 8th every year. It is a central point in the movement for women’s rights and equality. We remember the first Women’s Day event which was organised by the Socialist Party on February 28, 1909 in New York, the 1910 International Socialist Women’s Conference then suggested a Women’s Day to be held annually. After women gained suffrage in Soviet Russia in 1917, March the 8th then became a national holiday there.

The day was then predominantly celebrated by the socialist movement and communist countries until it was adopted in 1975 by the United Nations. Today, International Women’s Day is a public holiday in some countries and largely ignored elsewhere. In some places, it is a day of protest; in others, it is a day that celebrates womanhood.

In London there was a march from Bow to Trafalgar Square in support of women’s suffrage on March 8, 1914. Sylvia Pankhurst was arrested in front of Charing Cross station on her way to speak in Trafalgar Square, and history informs us of the movement within the UK.

Each year we celebrate international Women’s Day with a theme and the most powerful themes of 2015 was “Empowering Women, Empowering Humanity, something which is so important to my work with Women. 

This year 2019, the theme for “International Women’s Day” is: ‘Think equal, build smart, innovate for change’. The focus of the theme is on innovative ways in which to advance gender equality and the empowerment of women, particularly in the areas of social protection systems, access to public services and sustainable infrastructure.  

I would like women to consider how to share their ideas around “Think Equal”, as we still have a long way to go on the equality agenda. However, when we look at building smart and innovate for change, I believe women can collectively take action and share ownership of how to drive the gender parity forward! AS Gloria Steinem, the world-renowned feminist, journalist and activist once explained “The story of women’s struggle for equality belongs to no single feminist nor to any one organisation but to the collective efforts of all who care about human rights.

To be empowered as a woman does not mean we act “like a man” it means we bring to the world our ways of nurturing each other and to balance the way in which we engage. As women we have so many permitting ways in which to create and harmonize the lives of our families, friends and work colleagues.

However, sadly still today, I see so many women who do not empower themselves, and let their voice be heard! If as a woman, you feel like you are dis-empowered or you are not as self-assured as you would like to be, then I suggest you look at stepping up and asking for the help of other women or engage in training or indeed coaching, which for me is one of the most powerful things you can do to become confident in who you are, and what you want to contribute to the world will become so much easier once you are empowered!

Today I would like to thank other women who have supported me throughout my life and enabled me to make the changes I so needed to make, in order to become an empowered but gentle woman of integrity 

Eileen Hutchinson Leadership Coach & Owner of EH Leadership Coaching Academy, with center status from ILM.

Eileen specializes in helping clients with inspired learning and leadership development, by supporting and equipping talent management with a variety of training or coaching packages

Eileen works with senior management teams, individuals, independents, & other coaches on executive, interpersonal or business coaching. Please visit her websites www.eileenhutchinson.com www.ehleadershipcoachingacademy.com for more information. 

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Expressions of the Soul!

I am solid, strong and embrace my interpersonal and spiritual growth, by the expression of the communication I receive from my soul. I allow my voice to emerge as a guide to help others, who may have emotional tears that need to learn how to flow. My gratitude gives me the ability to understand that the journey is different for each and everyone one of us. My knowledge can act as a service to others. 

I will be open to communication by sharing my light within, so you can be strong and sensitive to your own needs. If you ever find yourself at a loss, then look for guidance and learn to ask for help, and trust that true enlightenment comes to those who are not afraid.

Follow your inner voice as it has so much to say, and when you are ready to take the next steps towards your purpose in life, you will find a bridge that leads you to the steps you need to take. You can free yourself from the chain’s that bind you to the things that do not serve you anymore!

All you need to do is to seek the support of a trusted mentor, a soulful friend, who can keep you in a place of peace, while you accept the transformation that will come about from enjoying the freedom of choice and wisdom.

As you emerge and awaken to the potential within, you will begin the journey towards your individual reality, and you will connect with thoughts and feelings of your own power within. Set yourself free from boundaries and allow the emotional tears to flow away and learn how to fly from the deep pit of struggles to the light of love.

Embrace the lessons you have learnt so far, as the journey may not have been easy. It may have been full of uncertainty and self-doubt, but it was a necessary journey to take! As, before you can understand the beauty of abundance you have to know the feeling of being at a loss and have known, and felt how barren life can be. Knowing that this is the greatest lesson of all.

You will have fought many battles and faced many challenges but each time you were knocked down, you elevated to a new height, just like the phoenix. You have upturned each stone that was placed beside you, and you have found through your own soul the truth in all matters. Use you wings now to engage, explore, enhance and enjoy your life. Breath in the fresh air and greet each day with excitement of the possibilities that life as a divine spark can give you.

Eileen Hutchinson – outtake from my new book Expressions of the Soul!

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Key attributes coaching training develops!

What Key attributes can coaching training develop?

A good coach requires a complex and practical skill-set, with a lot of hands-on experience, and the ability to evaluate and refine the quality and effectiveness of the coaching they provide. These are not attributes that can be developed just by reading a book. Developing coaching capabilities comes from structured accredited training and informative feedback on one’s performance.

Successful Coach’s possess the appropriate core skills, knowledge and personal attributes, which they apply in a variety of ways and styles, and always in response to the needs of the situation and individual.

Training gives coach’s a full understanding and a deeper knowledge of the way coaching models and approaches work, and when to use them to help define problems, opportunities, goals, actions, evaluations and follow ups. Coaching training also equips coaches with core coaching skills, including the ability to ask insightful questions, listen actively, and to communicate in a clear and simple way.

Coaching is based on a premise that there is always room for improvement. The successful coach always looks for further development, both in their own performance and in that of the person that they coach. They will regularly assess how effective they are at applying their skills and knowledge to help the coachee to achieve high performance and will measure their impact and set targets for future achievement. Finally, good self-awareness and awareness of others is essential for a coach. Emotional Quotient (EQ) is a vital quality for coaches. That emotional awareness allows a coach to “read” people and tailor their approach accordingly in order to build powerful and positive relationships, challenging their coachee, and covering difficult conversations, in a non-threatening and constructive way.

The challenges of coaching

Coaching is not a soft option, although it is often misunderstood as such. It is not about having a cosy, chat, but rather it is about having the difficult conversations. Good coaching requires skill, discipline, time and energy and appropriate training helps new coaches develop these skills. Coach’s must prepare for interventions and review them, for example., they must clearly document the issues covered, the actions and targets agreed. So coaching is anything but a soft option. – Outtake from EH’s ILM level 5 Coaching Diploma course!

Eileen Hutchinson Leadership Coach & Owner of EH Leadership Coaching Academy

Eileen specialises in training individuals to become coach’s and helping clients with inspired learning and leadership development. By supporting and equipping talent management with the skills and qualifications to generate more business -by helping to motivate, develop and retain key team members.

Eileen works with senior management teams, directors of SME’s, individuals, independents, & other coaches on executive, interpersonal or business coaching. Please visit her websites www.eileenhutchinson.com or www.ehleadershipcoaching.com for more information. 

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Coaching in the Future

Research in the UK suggests that coaching was one of the fastest growth areas of the UK training market. Coaching represented an opportunity for many people and many training and development businesses to move into a new market – however it also was a risk to those of us who work within a high demanding industry, as if we failed to deliver an effective coaching programme to our customers, we would simply fail and disappear.

Disappointment or Opportunity

The issues from some coaching services which failed to meet expectations were indeed disappointing. But could this also be an opportunity for quality coaches to take a stand and demonstrate their skills and capabilities, as good coaches come with a toolkit of coaching resources and a hosts of training and development tools.

I believe the main issues around coaching is not what it is, but rather what it should be, and it needs to meet and match the needs of the coachee or company. Coaching helps to develop exceptional leadership, strategic thinking, problem solving, soft skills, communication skills and helps with impact and influencing.

Skill set 

Coaches should have a wealth of experience of not only delivering coaching programmes but also have a resume and range of coaching capabilities, including, Soft skills, Leadership Styles • Personality profiling, Techniques from various therapeutic models that will empower you. Decision- making, Problem solving, and Communication skills, as these are the kind of coaching tools that clients are looking for.

The skill set needs to include the ability to engage with people on a deeper level in order to develop people’s capabilities, to work within a feedback loop and to facilitate significant change for the client. Tools like NLP, CBT, Transactional Analysis, and Impact and Influence all fit into the coaching development programme.

Personal Growth

Whether you’re a business owner, manager or simply wishing to improve yourself, by working with a coach, your perspective should be changed and you will gain the skills to unlock the hidden potential within. The purpose of a good coach is to proactively challenge you to become, the best version of yourself. 

As you work with a coach you should learn a variety of techniques from various therapeutic models that will empower you. At the end of your time with a coach, you should have gained a comprehensive toolkit for life and living.

A good coach will help you with understanding the links between your personal, business and your interpersonal growth. You should learn and test many new techniques and tools within the coaching programme, helping you to create insight, awareness and to define your own goals.

Individuals who have undertaken coaching programmes have said how they have experienced accelerated results. If you’re not getting the results you expected, I suggest you review with your consultant – as coaching does deliver exceptional results for individuals businesses and organisations.

Eileen Hutchinson Leadership Coach & Owner of EH Leadership Coaching Academy

Eileen specializes in helping clients with inspired learning and leadership development, by supporting and equipping talent management with the skills and qualifications to generate more business – by helping to motivate, develop and retain key team members.

Eileen works with senior management teams, directors of SME’s, individuals, independents, & other coaches on executive, interpersonal or business coaching. Please visit her website www.eileenhutchinson.com www.ehleadershipcoachingacademy.com for more information. 

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