"Bill is truly exceptional in his ability to inspire growth and transformation." Asma

You’re good at what you do but that’s no longer enough to keep your career moving. You’ve tried different approaches but still don’t know why you’ve been in the same role for so long.

There’s a good chance that I do know and that I can help restart your career progression and get you to where you want to be.

I got my first experience of coaching when I spent a year as the management coach for the UBM European Leadership Development Programme. Working with that year’s cohort, two observations stood out.

First, that high performance is great at getting you to a certain level but loses its utility (or even acts as a brake) thereafter. Second, that the specific career progression challenges faced by women are not only qualitatively different to those faced by men but are often unrecognised by women themselves.

I returned to my day job - running multi-region product, data and marketing for a US information/media business – but knew I wanted to go back to coaching. Seven years ago I started again, this time making sure I got the right qualification and training. Even so, those two observations have continued to shape my approach and are now supported by a lot more experience and evidence.

“I can't think of anyone in business who wouldn't benefit from working with Bill” Amanda

Why now?

There’s no set period of time after which you know your career has lost momentum, but for lots of people there’s a trigger to their realisation. They can be obvious: not getting a promotion; losing out in a reorganisation; or simply hitting target again and again with no real career benefit. Or the triggers might be more subtle: being told, especially by your manager, how vital you are in your role; playing a key, but unseen, part in multiple simultaneous projects; or simply realising that despite your seniority you have no voice in your organisation’s strategy.

Your performance is likely to be good so you don't feel uncomfortable. And that's a problem in itself. Everyone likes comfort: decent pay, pleasant colleagues, occasionally interesting work. But that comfort can easily be distracting. “It’s ok. I like it here. I’ll just get on with it and see what turns up.” Five year later, you’re still waiting for something to turn up.

If good performance in a comfortable work environment is your aim, none of this matters (but I doubt you'll have read this far if that’s you). If it does matter, then the only time to do something about it is now.

"Without Bill I think I would have plodded along, and received broad support from my mentors. If you want a different perspective and to get clarity in your direction, spend some time with Bill!" Alex

Why coaching?

For many people it’s easier to continue feeling a sense of vague frustration about where their careers are going than to become their own project, to identify their personal targets, and to objectively (maybe coldly) assess every decision and opportunity solely against those targets.

That can be a difficult transformation but less difficult if you have someone on your side who has successfully helped many people do the same thing. Which doesn’t mean it will be easy. Coaching should be challenging...often it should provoke. Provocation as a catalyst to shift your perspective or provocation to thoroughly test a change of direction or behaviour.

If given a choice, most people would probably prefer not to discuss the aspects of their character and behaviour that coaching focuses on. But that's where the focus needs to be.

If that sounds a bit uncomfortable, consider the upside. Where else are confidentiality and transparency core features rather than small print? Who else can you talk to who has understanding and experience of your situation but also has no agenda of their own other than your success?

“Bill's guidance has taught me the importance of stepping into the light and embracing new opportunities without holding back.” Olaide