I help growing businesses motivate and retain their top talent through one-to-one coaching
After a successful 17 year career in finance and investments, I decided I wanted a change - Rosie was brilliant in helping me uncover exactly what I wanted in the next phase of my career, and some good options for getting there. Thank you Rosie.
Nic Spicer
FFA, CFA
Rosie is like a ‘human whisperer’ and helped me to get the best from myself. I can’t recommend working with Rosie enough, whether you are in a position of strength (where she can help you push yourself on even further) or a position of crisis (where she will help you get yourself through and out the other side). Thank you Rosie - I hope others have an opportunity to experience your many, many talents.
Luke Osborne
Small business owner
Rosie’s ability to ask just the right questions at just the right time has enabled me to clearly see what my next steps need to be. I have gained clarity, insight and more importantly sustainable changes in my way of thinking that I would never have got to without her.
Gavin Gill
Head of Compliance
Packaging manufacture
COACHING FOR YOUR TEAM
Most companies value their people. Of course they do. But do you really know how your key performers feel about their position in your business?
Many high-fliers have superb industry skills, and have progressed fast from a technical viewpoint but often haven't yet learned to thrive in managerial positions. They may not have the confidence to open up and confide in leadership about things they need help with.
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The most proactive organisations don't just assume team members feel valued because everything seems fine and they haven't told you otherwise. Instead they demonstrate their trust by giving people the space, time and encouragement to think and reflect about this question properly through independent, confidential, professional one-to-one coaching.
Crucially, if there are issues, coaching can also equip them with the confidence and ability to let you know in time for you to do something about it. What happens if these key pieces of your puzzle go missing? You don't want the first you hear of issues to be in the exit interview.​
Replacing top people is expensive, disruptive and time-consuming. Coaching can help protect your investment. ​
COACHING FOR YOU
Amidst the hustle of daily life, with an all-consuming job, hectic family lifestyle and all the random pressures we experience, when is the last time you thought fully and carefully about yourself? About how you got here, if you are happy, and what comes next?
You have worked hard, made good decisions, progressed well... but if you ask many high-performing individuals these questions, there is a good chance most can't answer. We aren't talking about annual appraisals, or having a career progression in mind; this is more about calmly assessing your choices to date, your work/life balance, your opportunities and most importantly, the roadblocks in your way.
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Sometimes it is the small, quiet voice we need to hear. Are you working and living in line with your personal values? Do you feel in over your head? Does your workplace have the culture where it is OK to talk about things you are struggling with, or is it a case of 'people just don't do that here'?
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The good news is that coaching can help you take stock, assess what is important to you and what is really just background noise. An accredited coach is a confidential, professional thinking partner, helping you assess things honestly, clarify your decisions, identify what's holding you back and articulate what you need to thrive. Coaching is an investment in your real self.
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COACHING THE COMPANY: TALENT MANAGEMENT
Forward-thinking organisations do not leave succession planning, hiring for future growth and the retention of top expertise to chance. But many leadership teams in organisations that are in a fast-growth phase don't have the bandwidth to create and implement every programme they would like. Very often, talent management is taken care of in an ad-hoc way; we have good people, we'll find more when we need them.
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This works fine upon to a point, and of course luck may be with you and you find exactly the new people you need, right when you need them. But the flip side is never feeling you are on top of it, and having to react to unexpected changes under pressure, rather than being able to go through a more thoughtful process. Rushed decisions can end up compromising business performance, hindering growth, requiring more management and are hard to undo.
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Much better to set up a talent management system. Forecast future needs; recognise and identify talented individuals who you can nurture to become exactly the top performers you will need in the future. Retain their knowledge, enhance loyalty, inspire and motivate them in their current roles. When the time is right, feel the pride in promoting them from within. Backfilling a team member who has been well promoted is much easier when there is a well thought-through succession plan. Team members see progression, recognition and long-term prospects.
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The investment in a talent management programme pays dividends in so many areas: retaining expertise, increasing engagement, reduced recruitment costs and peace of mind for management.
About Rosie
Associate Certifed Coach with the International Coaching Federation
I am experienced HR professional who helps individuals realise their potential through one-to-one coaching. I also work with companies to develop talent managent programmes. I have a blue-chip career background working for Marks & Spencer and The Gillette Company. I also experienced the challenges of starting and running a small manufacturing and retail business for several years.
