The Considered Organisation
Coaching and facilitation for teams and organisations in regulated, high-accountability sectors, navigating the space between what the system demands and what actually serves the people in it.
Group Coaching
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Group coaching brings together people from the same organisation who are facing a common theme or challenge.
The group draws out different points of view, so thinking moves past what each person already believes.
It differs from team coaching, where the team is the client: here there is no shared deliverable and no mutual accountability, and each person’s decisions stay their own.
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It suits people in the same organisation who are dealing with the same kind of question, such as a group of leaders.
The most useful groups mix people from different teams or functions, because that is where different points of view come from. I would not place people who report to one another in the same group without a careful conversation first.
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We begin with a short check-in and agree how the group will work, including confidentiality and respectful disagreement. Each person brings what the theme looks like in their own work, and the group explores it together while I hold the process. We close by looking at what each person will take back into their work.
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At the start, the group agrees how it will work, and each person chooses what to share. The limits of confidentiality are agreed with the organisation before the session, and my preferred approach is that nothing confidential goes back beyond broad themes that emerge. I cannot guarantee what other participants do outside the session.
The limits of confidentiality, including anything the law or safety requires, are agreed with the organisation before the session.
Team Coaching
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Team coaching is an ongoing programme with one team over time. Training helps people understand what good teamwork looks like, and a team-building day is a single event. Team coaching works with how the team actually functions, so that it can keep doing that work without me in the room.
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It suits a team whose members depend on one another and are accountable to one another for work that only that team can do together. A group that shares a manager but not a task may suit group coaching better.
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I begin by scoping the work with the people who commission it and the people who will do it, and we agree the way forward together. The programme then runs over time, with a settling-in session at the start and a closing review at the end. The working sessions in between follow what the team brings.
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Item descriptionThe team is the client, even when the organisation funds the work. Before we start, I agree with the sponsor what can and cannot be shared, so the sponsor’s aims are part of the conversation without becoming the team’s agenda. The limits of confidentiality are agreed with the organisation before the first session, and my preferred approach is that nothing confidential goes back beyond broad themes that emerge.
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Coaching cannot fix a structural problem on its own, but it can change how the team sees it and responds to it. Sometimes what looks structural is partly a gap in communication or perspective, and that is work the team can do. Where the cause sits outside the team’s control, the work is to name it clearly and agree what needs to go to the organisation.
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Progress is agreed with the team and the sponsor at the start. It might be a conversation the team has been avoiding finally taking place, or a team that can notice and address its own problems without me. I cannot promise to transform a culture or resolve every conflict.
Workshops and Learning
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I work on ethics and professional judgement, with a particular interest in what that work does to the wellbeing of people in highly regulated professions. I also work on leadership, and on collaboration across disciplines, including how teams move from working alongside one another to working as one. If you have a topic in mind, we can talk through whether it is a good fit.
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Before anything is built, we agree what the group needs to be able to do afterwards. I then set a small number of outcomes that are realistic for the time available, and the session is designed around them. A short talk allows less application than a longer workshop, and I will say so.
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Sessions are designed with professional development in mind, but I do not claim accreditation unless it has been confirmed. Whether a session counts towards CPD depends on the requirements of the relevant professional body, so I check this with you before the session.
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Yes. Each session is built around the topic and outcomes you ask for, so I adjust the examples and level to the people in the room. If a topic is outside what I can offer well, I will tell you.
Working together
Where and how do you deliver?
Sessions run online or at your premises. Where travel is involved, it is agreed as part of the proposal.
What does it cost?
Each engagement is scoped and quoted individually because no two are the same. I share the fee once we have talked through what you need and before you commit to anything. It reflects the preparation as well as the time in the room.
How do I start?
Begin the conversation through the contact form, or email me directly. We will arrange a first conversation to talk through what you need and whether I am the right fit, with no obligation. After that, I will put together a proposal covering scope, format and fee.