How I can help you

The primary goal of leadership coaching is to support leaders in achieving their full potential, guiding them to develop self-awareness, improve decision-making, communication, and interpersonal skills, and effectively lead their teams to success.

Together we will - 

• Identify areas for growth
• Set goals
• Create action plans
• Work towards achieving the desired outcomes

The duration of a leadership coaching engagement can vary depending on individual needs, goals, challenges, and the complexity of the leadership development journey. In general, a typical leadership coaching engagement can range from a few months to a year or longer.

Take a moment to ask yourself  the following question about your team - 

   "If my team could look like something, it would look like what?"  

Now take a moment to think and respond to the questions "what would you like your team to look like?  How different is it?  And what would need to happen for the team to get there?"  

The above is an effective technique used to help a team visualize what they want to become and together we craft the plan to help get them there.  Dan has used this technique with leadership teams and delivery teams. 

Making investments in your teams will pay huge dividends for them and you

Career coaching typically involves a series of one-on-one sessions where Dan engages with the individual to identify their strengths, weaknesses, aspirations, and challenges related to their career development.   Dan would provide guidance, support, feedback, and actionable advice to help the individual make informed decisions, overcome obstacles, and progress toward their career objectives.

Whether it be in our personal lives or at work, how we communicate and how we listen is at the core of everything we do.

Dan is affiliated with the Better Conversations Foundation, a non-profit founded in the United Kingdom whose mission is to help people around the world have Better Conversations in their professional and private lives. Better Conversations lead to better relationships, better decisions, and better outcomes. 

The course has been designed for busy people (like us) - 

• Five modules - Each one hour in duration and spread over five week
• Interactive - Experience is gained in practicing the concepts 
• Instant Benefits - Participants can instantly use what they learn
• Virtual - Delivered via video conference for your ease

Better Conversations is a tool that can help teams connect with one another and help create alignment to meet the organizations goals.

For more information, click here

Dan's career has been focused on managing change in organizations, particularly with Digital Transformation.  Dan's career in Digital Transformation first started in 2001 as Business Analyst, Tester and Trainer.  Then progressed into Global Program Management, but not the tick the box type project/program manager, Dan roles his sleeves up to understand the problem and the connections needed between people, teams and lines of business because this is what gets the work done.  Understanding the work and the customer plays a big part in successfully implementing change.  

In 2013 Dan moved into a Scrum Master role, then Product Owner and from there moved into being an Enterprise Agile Coach.  Dan has coached multiple teams and had the privilege of coaching leaders at various levels of an organization.  

Dan has the unique experience in being an Executive Coach who also can support organizations and leaders with the shift in implementing Agile ways of working and becoming product led.

Dan has experience in facilitating workshops  and coaching teams and individuals covering - 

• Assisting teams in taking their first steps into forming as a High Performing Team 
• Adoption of various frameworks such as Scrum, Kanban, Scaling Frameworks and Strategic / Quarterly Planning events
• Coaching Scrum Masters and Product Owners/Managers in their adoption of their roles

Transforming your organization isn't just about frameworks, the mindset shift needed by Leadership and the team members is critical to the success of the transformation.  Without the right mindset and without alignment across the organization it puts at risk the adoption of new ways of working.  

There are many aspects to Business Agility, implementing new processes and practices to compete and thrive in the digital age is one piece to the puzzle.  

Today, organizations need  to quickly respond to market changes and emerging opportunities with innovative, digitally-enabled business solutions.  This involves being able to adapt rapidly to customer desires, competitive threats, technology choices, business expectations, revenue opportunities, and workforce demands in a fast-paced environment.

To make that happen focus is required - 

• in creating an Engaged Culture - fosters Psychological Safety, one of learning and thinks of themselves as one team
• in leadership evolving their style to become People-First Leaders - empowers their people with accountability and foster authentic relationships
• in adapting a Flexible Operations model - by funding work dynamically, have courage to re-organize to improve the flow of how work gets done
• to deliver Value More Frequently - with a focusing on prioritizing the work, not everything can be a priority and with the right structure, deliver value sooner.  

Business Agility doesn't happen overnight, Dan will work with you to establish a current state view of your organizations Agility.  The next phase will be to explore what 'good' looks like for your organization and plan the journey to get there.  

All engagements are different (i.e. working on a strategy is different to coaching leadership) and whilst the approach taken with each one will not be same, it will generally follow a three stage process - Assess, Design and Implement.  Setting goals and tracking results is important, we need to move forward.

Phase 1 Assess - Expect Dan to listen to understand in order to assess the goals of the engagement -  

• What is it you want to achieve?  Do you have a timeline in mind? 
• Identify priorities
• Review any data points 
• If necessary meet with others to gather insights.
• Identify Priorities 

Phase 2 Design - Expect this to be a two way process, together we will design our approach

• What does good look like?  How do we know we're done?  
• Set expectations on what good looks like and who is accountable for the work that needs to be done.
• Design the solutions and the plans to deliver change.  
• Confirm the availability of the people and teams involved in the change.  Acknowledge any competing priorities.  
• Check in throughout - are we all still aligned to the goals?

Phase 3 Implementation - 

• In a coaching engagement this could be focusing on coaching the client, tracking results from the agreed goals, monthly debriefs on progress and other activities 
• When focusing on strategy, this phase could be to kick off the plan, deliver the communication plan, align the organization to the structure and begin to deliver the change via the agreed plans. 
• Check in throughout - are we all still aligned to the goals and the plan?  Are we moving in the right direction?  Do we need to course correct?