ELITE COACH & MANAGER MENTORING
My mentoring is customized to meet the specific needs of Directors, managers & head coaches. I offer confidential & impartial support to help you enhance your leadership methodology, organizational culture, judgement & performance. My mentoring approach provides a unique combination of support & challenge to help maximise your wellness & performance.
Performance is a Behaviour,
Not an Outcome
Whether you're the sports director, team manager, or head coach, it can be an extremely lonely place. It is rare to have impartial people around you who can have difficult & challenging conversations without fear of repercussions (even when you say they can challenge you).
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It can also be tricky not to get caught up in echo chambers & confirmation bias, which can influence your judgement.
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My coaching & mentoring approach is based on identifying the key sources of performance inhibitors, & then building a strategy to enhance those areas.​
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My combined live & online support is designed for coaches seeking continuous development from anywhere in the World. As a director, team manager, or head coach, you may often find yourself in a solitary position. It's rarely easy to find impartial individuals who can engage in challenging conversations without fear of consequences, even when you encourage them to do so. It's also important to avoid falling into echo chambers & confirmation bias, which can influence your decision-making.
My coaching & mentoring approach focuses on identifying the main sources of performance obstacles & developing a strategy to improve those areas. I offer a combination of live & online support for coaches seeking continuous development from any location. This personalized support is tailored to your specific needs throughout your coaching or management journey.
With over three decades of experience, I have worked with & supported leaders in various environments, including professional sports managers, head coaches, Olympic & Paralympic coaches, business directors, senior managers, & military leaders.
If you're seeking someone who is patient & determined, who will challenge & support you while being unafraid to have important & sometimes uncomfortable conversations without judgment, feel free to get in touch today. Learn more about my background & journey here.n the world. It provides personalized support tailored to your individual needs throughout your coaching or managing journey.
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​My experience & expertise have been developed over 3 decades, working with & supporting leaders across a range of environments -
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Professional sports managers & head coaches
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Olympic & Paralympic coaches
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Business directors & senior managers
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Military leaders
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Explore more about my background & journey here.
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Are you looking for someone patient & relentless, who will challenge & support you in equal measure, who isn't afraid to have those important & sometimes uncomfortable conversations without judgment? Then get in touch today.
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Common Performance Impactors
Some common performance & management inhibitors that are overlooked that can be resolved with my performance methodology -
01
Invisible Expectations
You become continually frustrated when other people's behaviours & quality of output/outcome fall below your expectations.
Even when you believe the standards are clear, this can lead to you managing them more than you want.
02
Correcting Reflex
You share advice & direction with others, as you want them to be successful. But unknowingly, by doing so, they rely on you more & become less confident & competent in making decisions & executing them without your input.
03
The Presence of 'Grey'
You may become frustrated or confused with some staff or athletes who seem not to understand simple tasks that seem clear. This may be with you or with other staff or athletes. Common replies were, 'I misunderstood what you meant', 'It must just be a communication issue', & 'That's not how I understood it.'
04
Outcome Driven
The markers of success are based on outcomes. Staff review success or failure, focussing on outcomes & scorelines, but they are ineffective at separating outcomes from performance, influencers, & sources of success or failure.
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This can lead to slow changes, repeat errors or inaccurate adaptations.
