Coaching & Mentoring are incredibly powerful tools that can help create more productive, engaged and fulfilled employees.

Coaching is a process that aims to improve performance and focuses on the ‘here and now’ rather than on the distant past or future. Good coaches believe that the individual always has ideas and opportunities to resolve whatever is holding them back but understands that they may need help to define their goals, set their path, and achieve their success. Coaching is about listening, reflecting, asking questions and unlocking YOUR potential.

Mentoring is more development driven, looking not just at the professional’s current job function but beyond, taking a more holistic approach to career development. Mentoring is non-evaluative, while coaching is based on measuring performance change. Due to the personal nature of mentoring, a mentor will more often than not draw on their personal experiences and expertise to help their mentee. This could be in the form of sharing a story that taught them a valuable lesson, or a challenge they overcame in their career.

Both can contribute at all levels of your organisation.

1. Establish and act toward achieving goals Coaching can help people, teams and organisations define, agree and deliver upon their goals. These may be skill sets, competencies and professional behaviours, or projects, department or organisational outcomes. The individual or team is given checkpoints to manage and measure their goal achievement and that progress is reported directly to their coach, manager or leader. Coaching can the provide the necessary support, or Mentoring the necessary guidance to keep individuals on-track and performing.

2. Increased level of engagement Coaching engages participants with its unique one-on-one feedback and lots of encouragement. When an individual becomes engaged with their workplace, they can contribute more effectively to the team and the organization. This engagement also helps to increase retention rates and productivity, benefiting their careers as well as their overall organization.

3. Safe Place to Gain Perspective Having a coach gives the individual a safe space to go and talk through sensitive issues. The coach is a third-party participant, and their ability to remain uninvolved but give guidance allows the coachee to gain perspective without feeling intimidated by someone within their own organization.

4. Helping staff adapt to changes Managing change, whether driven by technological developments, evolving consumer patterns of behaviour, or organisational re-shaping, is one of the greatest learning and development challenges in any workplace. Changing job roles and responsibilities can be a huge challenge for individuals to get to grips with. Coaching can help staff to understand that change can be good, helping to shift their mindset from a negative to a positive one, and removing the fear factor from something that is a fact of modern working life.

5. Build Personal Awareness A coach can give their coachee ideas for ways to improve themselves, but more importantly they can help them become aware of their blind spots. These blind sports are areas of the individual’s work or personality that they may not see, but that need improvement. Once the individual is aware of these areas, they can work with the coach to begin improving them.

6. Improving productivity and performance Coaching can play a key role in helping individuals feel more confident and achieve real gains in their performance levels. Where the staff members being coached are managing or leading teams, this can in turn lead to improved productivity by the team as a whole.

7. Making staff feel valued Coaching, by its very nature, helps individuals feel more valued. Introducing coaching within a workplace sends a powerful message to employees that they are valued, that their views matter, and that they are worthy of investment. This promotes a more inclusive culture within the organisation and helps individuals feel more motivated and engaged with their work.

8. Dealing with challenges more confidently Research has found that, amongst those who have received coaching, improved confidence, performance and productivity are cited as three of the most positive changes witnessed for themselves, others and their wider team or organisation. 84% said that coaching would have helped them in periods when they struggled to manage an individual.


Typically the discussion may be about [1] personal management or leadership skills [2] goals, objectives and performance [3] personal or team development or processes.

We can offer coaching to individuals (eg Sponsor, Project Manager, Project Participants) or teams (eg Delivery Team or User Team). This can be part of their Training and Development and linked to Personal Development and Performance Review and Appraisal. Or this could be linked to Project Delivery and Performance.For example 1-hour coaching sessions. These may be scheduled at key milestones

• Project Set-Up & Team Building

• Key Delivery Phases or Milestones

• Project Hand-Over/Go-Live

• Project Close/Review


Coaching & Mentoring could be standalone and separate from the project, department or organisational goals, and simply as a benefit to staff, making staff feel valued. We can agree coaching aims and objective at each session, or as a theme across a number of sessions

There are many styles and models of coaching and we would discuss and agree what would work best for you.

Psychodynamic Coaching: Introspective and focuses on the client’s past to understand present behaviour. Typical Scenarios: Useful for clients who seek to understand the deep-rooted causes of their actions, feelings, and thoughts. Ideal for those willing to explore their past.

Cognitive Coaching: Addresses faulty thinking patterns and beliefs. Typical Scenarios: Useful in tackling performance issues, self-limiting beliefs, and behavioural challenges. Tools like SPACE, CLARITY, and ABCDEF frameworks are often employed.

Solution-Focused Coaching: Concentrates on current actions and future goals, ignoring past events. Typical Scenarios: Useful when quick, pragmatic solutions are needed. Often used in performance and skill development.

Person-Centered Approach: Emphasizes empathetic listening and places the client in charge of the discussion. Typical Scenarios: Useful for clients seeking validation, understanding, and the space to vocalize their thoughts and feelings.

Gestalt Coaching: Focuses on present experiences and how they are influenced by past patterns. Typical Scenarios: Useful in recognizing and replacing outdated behaviour patterns. Typically, focuses on the “here-and-now.”

Existential Coaching: Deals with fundamental questions about existence and identity. Typical Scenarios: Best suited for individuals facing life crises or significant life changes.

Ontological Coaching: Focuses on the interrelationship between language, emotions, and body. Typical Scenarios: Effective for deep, transformative changes. Can be beneficial in various contexts, including personal and organizational development.

Narrative Coaching: Helps clients by understanding and potentially rewriting their life stories. Typical Scenarios: Helpful for individuals who need to make sense of their past, present, and future by examining their personal narratives.

Psychological Development + Coaching: Assumes that personal development occurs in stages. Typical Scenarios: Useful for clients at different developmental stages, from dependency to interdependency.

Transpersonal Coaching: Holistic approach that includes body, mind, and spirit. Typical Scenarios: Useful when the client is open to exploring unconscious processes and aims for a holistic transformation.

For example 4 x 1-hour coaching sessions. These can be scheduled at times to suit your staff and delivered on-line via Teams or Zoom. Any additional sessions beyond the 4 sponsored by the organisation would be optional and arranged and paid for directly with the staff member.


We help organizations get more work done, faster, by facilitating meetings where people accomplish amazing results within a surprisingly short time, from wherever they work. Insightful conversations that consistently deliver great outcomes don’t happen by chance. That’s why it’s so important to design a meeting that answers questions like:

1. What’s the best way to involve which participants, and when?

2. How can we blend asynchronous and real-time interaction to harness the best thinking?

3. In what ways can we create a level playing field among participants both near and far?

4. What cultural differences and political factors are important?

5. What facilitation techniques are likely to work best here?

Perhaps one of the most powerful learnings we’ve acquired over the years is that many issues don’t need to be “resolved” – they just need to be taken apart; examined as bite-sized chunks; considered from a problem solving / solution design perspective, and then put back together again in a better and more workable format.

The result of a thoughtfully-planned meeting design combined with skilful facilitation: Meetings that leave participants with a sense they really accomplished something important, and a feeling that every minute was well-spent. And that’s one of the things we do best.


Former high-performance athlete at Commonwealth Games and World Champs for Triathlon World Champs for Rowing and became GB Coastal Champion in 2017. He is an experienced Management Consultant, used to working with people and teams helping them achieve their goals.


Tim encouraged my to think in ways I wouldn’t have done myself, this provided clarity and paved the way for new opportunities becoming available to me – Ronan, Jersey Recovery College

I was introduced to Tim by another client, and I was a bit sceptical. I didn’t really know how the process worked. But after a brief introduction from Tim I was put at ease. It’s a strange process, Tim doesn’t give you any of the answers what he does is draw them from what you already know. Tim helped me to organise my thoughts. He provided a bit of clarity in terms of priorities and what needed to be done. And at some interesting facts about different types of communication and different ways that people learn. My first session flew by and I can’t wait for my second.

“I have really enjoyed working with Tim for a few sessions. After the chaotic 2020 we have all experienced, the thoughts in my head felt like the insides of a tumble dryer. I knew I had the solutions for some of the challenges I was experiencing, I just couldn’t tease them out. Speaking with Tim helped me to unravel some of the strands of my thinking and follow them through to identify several potential options as well as talk through the role I play in each scenario. Having someone listen without judgement and ask inciteful questions was invaluable at the time that I needed it the most. I have recommended him to others.” [Anon. Manager, Education and Learning]

I found Tim’s approach to coaching extremely helpful in exporting ideas and thinking of solutions. Tim really helped me to identify the cause of a particular stumbling block I had, thus enabling me to address it and move forward. [Anon. Manager, Jersey Charity]

Tim’s approach will always help you explore and reveal more options and solutions. Tim knows how to motivate and guide you to find and achieve your goals. His ideas and way of thinking are built to help you eliminate any challenges you might face. Happy to have worked with him and would warmly recommend to anyone. [Cosmin Saltan]

It’s great working with Tim, it took me a few sessions to understand that there was almost nothing he couldn’t help on. He’s encyclopaedic on concepts that aid all areas of working life. His ability to be a head of the conversation creates a clear and effective pathway for any idea or challenge that is presented to him. He helped me with understanding the potential of myself, improved how i communicate and manage information, whilst maintaining a deep integrity for detail and complexity. Like with all excellent educational experiences my first thought is, how I wish more people can access it. He’s helped specifically in two areas, to present a systems approach methodology to a governmental group, and to rationalise my ideas for a small food business that I am a director of. [IH 2020]

Tim’s style, manner and pragmatic approach has been very valuable. His contribution will have a positive and lasting effect on the way we work as a team. [AH 2020]

Tim Rogers independent and external view provided an excellent sounding-board and some practical challenges to the delivery of the IT Strategy and the development of the Service Delivery Plan and related Key Performance Indicators. What was particularly helpful was the use of a coaching and collaborative style that kept us in the driving seat, but allowed us to call on Tim’s experience at strategic intervals. We believe this allowed is to achieve on 6 weeks what might otherwise have taken 6 months. [MO 2020]