CLIENT CASE STUDIES
Below are 6 client case studies from my work over the past 12 months. Real names and job titles have been omitted to uphold client confidentiality.
Rachel
When Rachel was considering her return to work she had lost confidence in her professional capacity, thinking that she had got to where she was as a result of being in the right place and at the right time. An opportunity for internal promotion had presented itself, and even though her boss recommended she should go for it, she was hesitant to put herself forward for the role.
Through a self-awareness coaching programme focussed on strengths and personality preferences, she realised that she was the perfect candidate for the role and that it was her confidence and self-doubt holding her back.
We worked on developing her mindset and focus for 6 rounds of interviews that she went through. She was over the moon when she was successful in being chosen for the role and now spends more time focusing on her strengths, rather than her perceived weaknesses and comparing herself to others.
Edith
Edith was about to hand in her notice when she came to me. She felt as though she had been replaced by her maternity leave cover whilst she had been raising her baby and was underplaying her perceived value to her employer.
We focussed on building her enabling beliefs around her value and capabilities. Edith learnt some simple strategies to challenge her inner critic before it sabotaged her intentions. Edith realised that, whilst she wanted to return to work, she was fearing the belief that she didn't have any value to add.
After four sessions she was able to take action to address work conversations more courageously, whilst showing vulnerability with her peers. Since returning to work Edith has been acknowledged for her significant contribution to the team and has been asked to mentor other new parents who are heading into the same transition as her.
Jo
When Jo was planning her return to work she knew that rebuilding relationships was going to be the key priority but didn’t have a clear plan in place. There had been a number of structural changes in her time away and she wanted to be able to return and lead with confidence and impact.
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We used our sessions to reflect upon how she wanted to be perceived as a leader, how she could engage the different personalities on her team and where she could make the most amount of impact upon her return. We spent time mapping her stakeholders, breaking down her vision into manageable actions and implementing a 90 day return plan.
Jo is now confidently leading her team, making braver decisions and has successfully built more trust with her team members.
Hannah
Hannah came to me because she was struggling to make a decision about returning to work. The conflict of her work ambitions and role as a new parent was leaving her confused and unclear about the best way to balance the two.
We worked through a programme that focused on Hannah’s personal values relating to work and to family life. By identifying and resolving conflicts in her values she was able to create a congruent plan for the future and stop worrying.
She has now returned to work in a way that works for her and her employer and is an engaged member of the team.
Suraya
Suraya was having a challenging time setting boundaries with the people she worked with until she met me. Feeling guilty for her 9 months away from work she was saying yes to more tasks and projects than she could handle and she was finding work stressful and overwhelming. As a result she was struggling to finish tasks to a good standard and she had feedback from her boss that her performance was inconsistent.
Over the course of 6 weeks we focused on building her capability to prioritise her workload, effectively manage requests for tasks that weren’t within her job scope and create effective boundaries between work and non-work time.
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Suraya is now enjoying her work far more, is no longer drowning in to do lists and is following through on her work to a high standard.
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Lorna
Lorna came to me because her relationship with her boss was difficult and she was unable to sort it out. Her line manager had changed during the time she was away on maternity leave and the style of her new boss was leaving her to question her role and capability at work.
We worked through a coaching programme covering communications skills, identifying patterns in both her communication and her boss’. We also looked at personality preferences and how that can influence how you show up and communicate at work.
Lorna learned some simple strategies for creating professional rapport, and for adapting her communication style to facilitate better dialogue with her boss. The results were particularly great because the skills she learned were completely transferable and helped her enhance communication, not only with her colleagues, but also her partner.