Life Coaching & Mentoring Services

Category: Life Coaching (Page 1 of 2)

Complimentary Session

Schedule A Skyrocket Session 

Energy Booster

Feel Energised, Healthy & Strong


In this session we will:

*Define what it means to have positive energy

*Uncover areas that you may not know that is draining you

*Create an action plan & clarification on goal/s


To schedule this session, please tell me,

What are the biggest challenges you are facing right now?

What would you love your situation to be like in 3 months from now?


> This offer is only available to 5 people, until the end of Jan 2022

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Career Evolution



I offer employment/career coaching to a wide range of people, to strengthen skills, to raise confidence through educational transition.

I provide empathy to your needs and work with you through action plans with the big steps you will take to reach where you need to be, for job readiness, career path  evolution and for your journey ahead.


Returning to work after a long absence?

Changing career?

Your new to the workforce?

You don’t know how to sell yourself?

Are you being overlooked?


Successfully coached many people with career paths and finding jobs, as I will continue to do, my passion. 


4 key questions to ask yourself!

“Why should the recruiter see you?”

“What sets you apart?”

“What have you achieved?”

“What can you do for the company?”


Overcome Your Hurdles
  • Employment & Career Direction
  • Confidence Building
  • 9 Point Application Checklist
  • Action Plan
  • S.W.O.T. Worksheet 
  • Breaking Down Barriers
  • Key Skills & Career Values
  • CV Writing & Upgrade
  • Job Market  & Applications
  • Interview  Preparation & Review


Call to Action


  • Increase morale & motivation.
  • Strengthening your skills.
  • Your personal plan, change & growth.
  • To where you want to be with your goals & success.


Choose the full 3 hours x 6 sessions – plan, ideal for groups & training sessions. [Time and sessions can be reduced on group needs].

Alternatively reduce the number of sessions & time for one-to-one.  [Option of CV support & upgrade only].

Single sessions available.


The career development programme/sessions undertaken, provided the steps, strengths and skills that many clients needed to reach their desired outcomes and goals in preparation for job readiness, career and obtained interviews and jobs.

Sessions tailored to meet with your needs         

[One-to-One or Group Sessions / Workshop]

Contact for a strategy session   



Wise sayings/quotes!

“You don’t get a second chance to make that first impression.”

“Stay positive, work hard, make it happen.”

Key Steps With Goals

    “The Secret To Reaching Your Goals”

Do you have an action plan?
Sessions can shape your life!
A year from now you’ll wish you had started today!



  • Acknowledge that a change is needed.
  • Show motivation and a positive mindset for your challenges ahead.
  • Use positive self-talk and belief.
  • Recognise and confirm your strengths.
  • Clarify your vision and values.
  • Plan ahead for your future.
  • Visualise and confirm your success.
  • Respond positively to feedback.
  • Persevere, stay in control and focused.
  • Reap your achievements and rewards.
GOALS WILL HELP YOU               
  • Know and understand yourself better.
  • Overcome barriers and set-backs.
  • Gain more confidence.
  • Set and achieve your chosen goals.
  • Personal satisfaction and achievements.
  • Enjoy life more.


 What do you need to do and achieve in the next 3 to 6 months?

What do you need to do and achieve in the next year?

What do you need to do and achieve in the next 2 to 3 years?


 Do you need the tools and techniques to get ahead? 

Do you have a life coach or mentor and role model?    

Take big steps, 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.”                                             

Contact for a strategy session   



Wise sayings/quotes!

“Push yourself because no one else is going to do it for you.”

“You can never plan the future by the past.”

Life Balance

Achieve Life Balance & Wellbeing

How do you rate your scores?

This can be very difficult to achieve, through work demands, home commitments and other areas of our lives that take up much of our daily and weekly time.

There never seems to be enough time in a day or week for us to spend the time in areas that we may enjoy or need to do.

We all need from time to time to relax, recharge and to focus on things that help us through perhaps difficult or demanding times.

Your health and well-being is very important so you can take on the important demanding or committed tasks. Therefore efforts are required to help us get a  life balance.  

There are of course some things we may not have total control over, but we can endeavor to seek the help we may need in these areas and to provide a better balance.

To focus and find ways to increase the time to do things that we enjoy or missing out on, [activities, family, friends, studies, etc].  

To assess where you are at and how you can make the changes to a daily or weekly routine that allows for more time for you and what you enjoy doing. Take a look at the chart below and checkout where you may make a change.

Ask yourself how satisfied you are with your current life balance. Below is a chart of many areas that will have a major influence and impact on your daily life. Rate each section on a scale of  1 to 10.  1 = low, completely out of balance,  10 =  high, totally balanced. Which section/s need attention and require ACTION NOW !

  • In general a score of 6 or less needs attention and some action plan to improve that area.
  • What control do you feel you have over such areas/s to make that difference or to better the situation or difficulty in place?
  • What other support do you need to make that difference?
  • Can you call on this support?
  • What else do you need in place to begin the improvement process, give you that better quality of life?

Keep a diary or logbook to update any changes with a few brief comments. Then update your life balance score as applicable – between 3 to 6 months. Keep old copies to enable you to make comparisons and to view your progress.

Life Balance & Wellbeing
Improve Your Quality of Life & Set Powerful Goals
 Contact for a strategy session



Take time to relax and unwind.


Moving To Own Tenancy

My Experience, Life Skills For Young People

   Keys       House

Helping Those Moving To Independence & Start-Up

I have had the privilege of working with clients ready to leave residential adolescent homes, hostels or supported housing and preparing to take up their first tenancy, moving into their new rented home.

While this is an exciting time, for many it can be daunting with so much to do and may not have the support of parents, family members to provide assistance along the way. Therefore may rely on supporting organisation/s to provide assistance to help with this move.

There are some young people just 18 or 19 and are not aware of the many tasks that need to be undertaken prior and during the moving in process.

For example, when viewing a property it is important that you go along with one or two responsible adults or professional people that are experienced to guide you and provide the service in asking necessary and prepared questions to the landlord or housing provider that may need answering.

To check that the property looks safe and secure, that each room in the property has been viewed and assessed as liveable and in good state of health.

That there are no repairs needing attention and whether in need of any urgent decoration. If repairs need undertaking has this been made clear and will this be done before you move in.

Sometimes it has been known that if the decor is poor and you wish to do it yourself a decorating allowance has been provided, based upon so much per room. Otherwise, this should be done by the organisations professional workers and in good shape for any new tenant about to move in.

It is important that you ask and see that there is an up-to-date gas safety certificate in the property and updated every 12 months. Has the electrical appliances had safety checks, is there smoke detectors fitted and operating. 

Do check that any outstanding work will be completed before you are due to commence with your tenancy. Once you have checked the property over and there is no maintenance issues or concern, then you need to check thoroughly the tenancy agreement.

This is when it is sensible to have someone that you trust and responsible that can assist you to check through the legal tenancy agreement and fully understand before signing. Two heads are often better than one.

*Understand all the contents of the tenancy agreement.

*Don’t sign anything until you are happy, satisfied and agree with it.

After signing the tenancy agreement ensure that you keep this in a safe place along with other paper work documents and that you can easily find when needed.

It is important that you receive from your landlord, housing provider contact details. Especially in case of an emergency maintenance issue that may need attention out of normal office hours an [emergency call number].

It is important that you know where to find your stopcock, water mains supply, where to find your electric and gas meters and that you take a reading from both and find out who your suppliers are.

Often the landlord or housing association will know, if not you will need to find out and inform the suppliers that you are now the new occupiers of the property, confirming the date you moved in and to provide meter readings to enable you to start with a clean slate.

Suppliers such as: gas, electricity, water suppliers, rent and others all need to be informed of your new address and for you to provide some details to set up and activate accounts and payment systems under your name.

Put together a list of service providers telephone numbers and keep safe, stored on your mobile for easy access and keep in a folder as back-up.

Many people can be shocked at their costs, bills that can occur, so pay as you go or monthly bills can be useful especially at the start, but check what is available and what suits you best.

Money Management


Many of the young people I have coached and mentored have struggled financially due to being unemployed or at university or college. This is why it is important to complete a budgeting plan.

INCOME  V  EXPENDITURE and to monitor monthly incoming and outgoing and to keep a track of your money and make any necessary adjustments as / when needed.

It really is essential to keep records and receipts of expenditure and have a plan and to have self discipline and to maintain control.

If difficulties arise with payments, I would suggest at the earliest point to notify the supplier or company and try and negotiate a repayment plan and or see if you can change the package deal or use a cheaper tariff.

An example of this can relate to mobile phones or Sky TV packages etc.

 One thing that I would provide for my clients, a shopping list of items they would need to purchase [fixtures & fittings] for their home. This was appreciated by clients, as they could see at a glance what they may need and try to get these things as and when money was available and over time.

The list is general and for guidelines and based on a 1 bedroom accommodation. Of course some properties may be partly or even fully furnished, so this list may not apply. This is based on nothing provided.


Helpful shopping list of items to purchase for your home                    


For your guidelines: Items would be priced based on an Argos catalogue. Many people would require initially to purchase some items through quality second hand stores or warehouse to reduce costs and to rely on other supporting networks for financial help.


It is great when you have peace of mind and you can rest comfortably and recharge your energies for the next day!




I provide inspirational quality coaching & mentoring to meet with your personal development and your support plan or programme.



Wise sayings/quotes!

“If you fail to plan, you plan to fail.”

“You can’t expect to be old and wise if you were never young and crazy.”

“Today is the first day of the rest of my life.”




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.”


Team Management

A personal look at the role of a team manger

Organisational Expectations & Aspirations

What is a team manager?

A team manager is responsible for managing a number of workers or staff. He or she is basically described as a controller, monitor and trouble shooter.

This covers  3  prime areas, namely:

1. Task – the identification and meeting of the organisational goals.

2. Team – the interaction of the workers, staff or a group.

3. Individual – the personal and professional situation of the individual people in the team.

The quality of work in any organisation or setting is directly related to two discrete areas.

The first area concerns the philosophy and theory developed to attain the explicit goals of the establishment.

The second area, the subject of this write up, concerns the managers system adopted to attain these goals.

The team manager should be deeply aware of the interpersonal relationships and conflicts of the workers or group in which  he or she is involved.

The team manager requires to have a broad professional base which enables them to mobilise the skills of workers from different backgrounds. This of course is vitally important if the team, organisation is to carry out the work effectively.

The team manager should primarily get to know all individual members of his or her team and have a good knowledge of their strengths, needs and perhaps weaknesses before the team manager can endeavour to mould individuals to operate as a team.

[This should be backed up with regular on-going  supervision sessions, another write up I have discussed  under – supervision support or team leader].

It must be remembered that good practice and service delivery is all about good team work, pooling information together, working for one another, in this way developing and hopefully to unite as a staff team or group.

[Again, another write up I have discussed under – team building & development].

How effective the team or group operates can greatly depend on the kind of influence the team manager has on others. In whatever way the team manger operates, he or she is the one responsible for the final decisions.

The effectiveness of the team is the seal of his or her personality, the method and total approach.

To the organisation the team manager or head of operations must bring administrative skills and managerial competence.

The complexity of the work can demand planning, the codifying of procedure, the development of clear, systematic rules which allow the establishment to function smoothly.

Only then can it pursue it’s true goals without hindrance. When these qualities are absent, the result is often a drab confusion.

Why have a team manager?

A team manager is necessary to supervise staff and team members. To control and stabilise a staff team, to organise and plan a working system suitable to meet the needs of the establishment.

The team manager also has an instructional role to teach skills, personally and professionally, to increase team growth, to review and plan further work and to support the workers through the problems encountered.

Again, the team manager has a monitoring role to ensure the tasks of the establishment are carried out effectively. To see that the needs and service delivery is carried out properly and met.

It is primarily the responsibility of the team manager to ensure that people in subordinate positions are properly informed of decisions and have the reasons for those decisions on policies, practice, procedures, plans and progress explained to them.

The team manager is needed to pass management information down to the team or group members, but as a spokesperson he or she also has a responsibility for communicating upwards to higher management the feelings the suggestions and the reactions of the team or workers

Also the team manager has to delegate the workload to the team or group. For effective working and good professional relationships, the team managers role  as communicator is vitally important.

Communication can be handled in several ways, such as: phone calls, noticeboard, letters, emails etc, all important, but the most effective way is face-to-face communication.

Without this it is extremely difficult to perform and be successful as a team.

It is the duty and responsibility of a team manager to help develop and encourage good working professional relationships and trust within the team and organisation.

By honest polite and regular communication we should develop better working relationships.

A team manager attentively showing an interest, motivating, encouraging and being supportive towards the worker can go a long way towards achieving good working relationships and trust and that we hope may spread throughout the team and establishment.

One outcome from good team management which has improved staff relationships should be higher team and group morale.

It is important for a team manager to have contented staff. Hopefully with improved relationships, morale will be higher without the fear of underhand negotiations going on.

This should relax the staff team, workers and get away from feared pressures and ease any tension to boost egos and allow staff to concentrate on the task and of service delivery.

Another positive result of good team management should be increased staff motivation.

It is important for a team manager to inspire the staff or group. To involve the workers with the  philosophy and theory developed to attain the explicit goals of the establishment and of the system adopted to attain these goals.

Good management will encourage new ideas and methods, lift self esteem and ensure that confidence is higher, this helped by shared responsibility and delegations.

The good team manager recognises that the strongest motivators come from giving responsibility which achieves successful results and by recognising and giving due praise to such success.

It is the duty of every team manager to ensure that the team is able to explore ideas and to develop professionally, especially if the member of staff is taking on training, perhaps studying and working towards a qualification or is new to the team.

To aid the staff team personally and professionally it is important that adequate time is given to subordinates to air their ideas and to discuss them.

Time should be found to encourage their active involvement in the organisation of the work and to develop strategies to improve the efficiency of the team.

By such means, a good team manager will endeavour to develop personal and professional skills of the team and promote team spirit.

It is the role of the team manager to help develop and maintain the high efficient standards.

The team manager must develop a team to become more and more competent through being regularly and effectively supervised.

The team manager should develop staff potential and ensure that everyone is working well individually and for each other.

The team manager must ensure that all staff feel responsible for keeping up good working systems to help the smooth running of the establishment and that all workers continually feel valued as individuals and as part of a successful team.



Hopefully we can identify that good team management will lead to a sequence of benefits.

Such as: improved communication and to successfully inspire the team, building upon better working relationships, trust and morale, developing individual and team skills, that can raise professional standards and promote team and service delivery.                                                                                                          


Here, I have discussed some of my own personal thoughts and views on a team manager role, and in general management skills.


Team management support tailored to meet your organisation aspirations.                                    



Wise saying/quote!

Don’t judge a book by it’s cover.”   


Team Building part 1 of 2

Achieve Greater Team Work,

 Performance  &  Service Delivery

Team building can  be a useful tool in prospering as a team, while individual skills are very important, so too is performing together by bringing all the staff team skills, experiences and knowledge to share as one, with the old saying two heads are better than one and so on.

This is about discussing the work, sharing identified problems or issues, to look at what is going well and praising such success or achievements, while perhaps identifying what could be improved.

To explore together new ideas and to put into practice the decisions made. The session/s allow for group discussions and to discover improved ways, possible changes that can benefit the team and in turn the organisation.

The Benefits
  • A feeling of identity!
  • Your not alone!
  • Brainstorming ideas as a team!
  • Pooling information together!
  • Things can improve through team effort!
  • Goals can make sense!
  • Goals achieved!
  • The team can address many issues and fix together!
  • Increased confidence!
  • Making the workplace a better place to be!

Team building can improve communication, build upon better professional working relationships, trust and morale. This can raise professional standards and promote team and service delivery.

 Now ask yourself the following questions?

Would your team, organisation benefit from a team building session?

Do you have a balanced team?

Are there things that are going well, but could be improved upon?

Are there issues or areas that are holding the team back?

Perhaps you are in the process of in-house operational  changes or review and seeking an unbiased perception through  coaching support?

TEAM BUILDING can be hindered just by denial that a constructive change is needed.

In times of change, coaching serves as a solid background of support. Receiving an unbiased viewpoint serves not only as a strong sounding board to bounce ideas off, but also as a reality check to ensure those ideas are not just the calm before the storm.

Do you have training modules in place?

Are they achieving desired outcomes and meeting your goals?


Wise sayings/quotes!

“The biggest communication problem is we do not listen to understand, we listen to reply.”

“Alone we can do so little, together we can do so much.” 



Team Building part 2 of 2

Understanding Groups

In order to become effective each team generally needs to pass through a number of development phases.

  • Phase 1 – The undeveloped team
  • Phase 2 – The experimenting team
  • Phase 3 – The consolidating team
  • Phase 4 – The mature team

The Undeveloped Team  Is present where people have come together to complete a common task, but have devoted little or no time to thinking about themselves as individuals who have now joined a group.

One of the main characteristics of this stage is that feelings are neither acknowledged nor discussed openly.

Problems or mistakes are used as “evidence” to help convict people of incompetence rather than used as opportunities for everyone to learn.

The result of this is that mistakes are often covered up by individuals, which in turn can lead to a lack of communication and ultimately isolation. Often outside threats to the team can be met by defensiveness.

The Experimenting Team The distinguished characteristics of this team is that it has made a decision to review it’s operating methods and wishes to improve it’s performance.

This phase of development is characterised by listening and thinking and less talking.

Things in the team come to life, people who have said little suddenly begin to have quite strong feelings and views about things. This can become an uncomfortable time for the team as inter-personal issues begin to emerge.

The Consolidating Team  Now there are better relationships, the basic foundations and frameworks within which the team operates must be regularly serviced and maintained.

*Clarifying the purpose of the task or activity.

*Establishing the objectives which need to be  met.

*Collecting the information needed to make an appropriate decision.

*Considering the options open to the team.

*Produce a mutually agreed plan of what needs to be done.

*Reviewing the outcome and use it as a basis for improving future operations.

It is the improving channels of communication which allow for such active and constructive discussion to take place.

The Mature Team Flexibility is the main characteristic of this phase of development.

All team members energies are utilized for the teams benefit and individual commitment to the team exists. Individual initiative is encouraged by the team as a whole. Trust, openness, honesty, co-operation, confrontation and a continued review of results becomes part of a way of life.

How often do we see a team operating in phase 4 the mature team.

Due to the high levels of staff turnover within organisations it can become difficult for the mature team to operate for any sustained length of time. Frequently large parts of the teams are lost at the same time, leaving gaps and needing time to rebuild again.

However, the importance of stage 4 of development is something to be aimed for, even if the experience is short.

Here, I have just provided a summary of my views.

This may demonstrate in theory a model of a balanced team. 8 types of team members.

1. Chair  2. Shaper  3. Plant  4. Monitor  Evaluator  5. Team Worker  6. Company Worker  7.  Resource Worker  8. Complete finisher 


[Should you require a team building session, then this would be explained and become clearer].


Team work is a vital component whether this is in sport, business or other if you wish to succeed at high levels. Therefore team building should be an active part to develop and sustain. It can be seen that team work is the mechanism of the workplace.


TEAM BUILDING tailored to meet your needs.


Wise saying/quote!

“An investment in knowledge always pays the best interest.”













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