Life Coaching & Mentoring Services

Category: Employee Assistance

Employee Assistance

Support The Wellbeing of Your Staff

Personal Problems Can Affect,   
Professional Performance   

STRESS, ANXIETY and  DEPRESSION are the main reasons why staff, workers maybe absent and need lengthy time off work.

This in turn can put the remaining staff team, workers under more pressure and stress as they maybe required to take on extra work during staff shortage.

While management may endeavour to replace the voids with temporary agency staff, for one reason or another this may not happen.

One suggestion that could support the staff team and organisation is to have in place a life coach or mentor to assist with staff, workers to overcome any personal or professional problems that may intrude and or affect work performance.

As early intervention can prevent the problem/s escalating and in turn reduce time off.

So, by referring a worker for coaching, mentoring support as / when needed may prevent staff from having long term absence and will certainly reduce time off and will help with their general health and well-being.

Does your organisation offer this service to your employees?

Is this a service that can benefit your employees and organisation?

I can provide coaching & mentoring sessions and or a tailor-made programme to help employees to overcome personal barriers or issues that maybe holding them back.

To promote “self” to implement strategies and to re-establish confidence and raise well-being and to have the feeling of being successful. “The best you can be.”

Call to Action


*Building Confidence & Self Esteem   

*Anger Management    

*Stress Management


*Relationships & Personal Issues

*Dealing  With Difficult People or Situations


Quality Coaching & Mentoring Service Assured              





 Wise saying/quote!”

“You only fail when you give up.”









Staff Skills Coaching

Organisation In-House Support

My mission is to provide impeccable standards of service delivery to enable your organisation to thrive and to achieve its aspirations and goals.

Do you need as a workforce to evaluate in-house work undertaken?

Do you need to upgrade current operational systems?

Perhaps you are interested or ready to introduce a new working set-up and would benefit from further assistance?

Perhaps you wish to review performance and to evaluate client needs, support methods and service delivery?

You may wish to consider a team building session, this will increase team skills, communication, morale and productivity?

I can provide supervision sessions, a tool that will benefit individual performance, appraisals and team growth?


Over many years I have worked for organisations where as you would expect, the paper work is the bulk of the workload.

I have heard managers say to staff, if you haven’t done the paper work, then how do I know what you are achieving. 

This highlights the need for completing the paper work [record-keeping] and as soon as you can. Write ups are very important, recording client contact and with information on assessments, support plans and working towards achieving chosen goals and other areas as applicable.

The paper work implementation is very much an integral part of everyday work while supporting clients in any setting or project.

The purpose of recording is to identify with the work undertaken, in progress, being achieved, outcomes and on completion. To measure success, “to evidence”  the support or programme and service we deliver to clients.

Also, we need to continue to review and to update with any known changes to ensure we continue to meet expected standards.

Furthermore, we have a duty and responsibility to ensure the high standards are maintained and of course we can expect the work to be continually inspected.

With all this in mind, I have spent time looking at ways to reduce paper work [time], while still reaching the high levels expected and recording what is essential and required.


Recordings need to be accurate but structured so we can spend more practical time providing support to clients, as I believe we need to be available to provide more face-to-face contact for establishing better working relationships, trust and for communication  purposes.

Less paper work will free more time to attend to other important issues that can already take up much of our working day, such as: phone calls, emails, interviews, meetings and sometimes other unexpected duties or tasks. 

The format I would implement is designed to reduce paper work, while still reaching the high levels expected of us as individual workers and as a staff team.

I can provide support with in-house working documents, best practice and to meet quality assessment criteria.

To help sharpen skills and motivate.

Do you have training modules in place?

Are they achieving desired outcomes and meeting your goals?



*Risk Assessments

*Support Planning

*Setting Goals & Actions

*Recordings & Record Keeping


Quality Coaching & Mentoring Service Assured.


Call to Action



                                                                         Wise saying/quote!     

“Do it now. Sometimes later becomes never.”



Working Towards  “The Healthy Package”

On several occasions I have been asked about my views on supervision within the workplace. So I will take this opportunity to share some of my thoughts. There are different types of supervision arrangements but I will focus on the one-to-one format.

As I endeavour to look at good supervision, I recognise that there are 3  main components which I can refer to when thinking about the content of overall function. These are:

1. Accountability or Managerial Function

One main part of the supervision content should acknowledge that the worker is accountable to their senior and the organisation for their tasks and the service delivery.

This means part of the supervision process is feeding back to the worker whether their work fulfills that which is required and making clear demands about what is expected of them.

2. Teaching or Educational Function

Supervision can be recognised as checking whether the worker has the necessary skills and knowledge to carry out the task and offering ways forward for them to carry out new tasks and enable them to take on challenges.

The worker may need certain information and help to enable them to do this. Furthermore, to be given the opportunity to discuss and explore various issues. Supervision must be seen to be concerned with the development of the worker over a period of time.

3. Emotional and Supportive Function

It can be recognised that the nature of our work within a residential or other setting can become very stressful to the worker. Therefore, it is important that time is given to deal with the emotional side of themselves and acknowledge this fact.

The worker may need some support and encouragement to carry out the task.

Therefore, time should be given which encourages the worker to express how they may feel about certain issues. For example, how they are coping [this may include areas of stress] or how they are getting on with other members of the team.

Staff may sometimes wish to raise certain personal concerns or pressures from their private lives which are currently affecting their performance at work.

Having summarised these three important components, it can be seen how important it is for the supervisors to try to get the balance right when it comes to the content of supervision.

It maybe that supervisors may find themselves concentrating more on one area depending on the individual worker.

This may depend on the issues the worker wishes to bring to the supervision and areas they feel are currently important to them.

Formal supervision sessions should be an integral part of working within an organisation. Furthermore, time should be found on a regular basis for informal discussions and support as needed.

The purpose of supervision will be to:

1. To have regular two way communication.

2. To enable all workers to maximise their contributions to the overall function and running of the unit.

3. To benefit individual and team growth.

4. It is agreed that the “healthy package” of supervision will address: *Management / accountability of individual. *Training, educational and development issues.*Offering emotional support relevant to the overall function and  effective running of the unit.

5. It should not be assumed that information shared in supervision is confidential. However, information should be only passed on a “need to know basis.”

6. Unresolved disagreement should be resolved  through line management structure.

7. Time and frequency of formal supervision sessions should be negotiated, but one hour over a four to six week period should be absolute minimum contact time.

It maybe that some organisations have other systems and requirements, but I have discussed my views and thoughts around supervision.

*Supervision allows the “machinery” to operate smoothly.


Good communication is an essential tool for any individual, group or team to progress and to achieve.

Do you need support to provide supervision sessions to your staff team? Independent views and coaching integral. 

This will build and benefit individual & team growth.

I provide inspirational quality coaching & mentoring to meet with personal development and support requirements and for any team needs or programme.

Short or Long Term Coaching & Mentoring.

Call to Action

“ I agree to coach / mentor you to the very best of my ability, to believe in you, to encourage you and to give you 100 %  of my energy and commitment.”





Wise saying/quote!

“Two heads are better than one.”










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