Coaching Philosophy

One of Anne’s key’s strength is her ability to quickly build rapport and identify priorities. She is able to ask incisive questions that bring clarity and quickly get to the heart of the matter.

Anne is her ‘product’ – she has a portfolio of expertise and skills that enables her to facilitate the development of leaders and their teams to perform at new levels.

With every person she coaches, Anne is committed to maximising business performance and personal fulfilment in equal measure.

“My coaching model is based upon a belief in the individual’s innate ability and motivation to grow and thrive. Coaching goals are achieved through a process of insight and change, using a tailored blend of interventions and my own personal experience.”

Coaching model:

My work model is underpinned by several of the key psychological modalities and latest research. It is also underpinned by my own development journey and so I am able to embody it as a practitioner. The coaching goals are achieved through a process of insight leading to change – the overall aim being to create opportunities for insight and new learning experiences as a contrast to the old and familiar patterns of thinking and behaving.

My coaching philosophy is based upon a passion for and commitment to supporting the individual to succeed. In the words of the Chilean poet Pablo Neruda ‘I want to do for you what the Spring does for the cherry trees’.

I endeavor to create a working alliance with the coachee based upon trust and confidentiality and I  achieve this through Rogers’ Core Conditions:

  • Empathy – an empathic understanding of the coachee’s experience.
  • Unconditional Positive Regard – a warm non-judgmental acceptance of each aspect of the coachee’s experience.
  • Congruence – by being as real, genuine and transparent as I can be.

Coaching process:

I believe the process of change occurs when an individual begins to have a new perspective of themselves – how they operate and how they impact others. So when their self-awareness is engaged they have the opportunity to choose how to behave in a given situation. The challenge for me as the coach is how to facilitate this new perspective.

I have a 6-step process as follows:

  • Collaboration: I see myself as a partner with the coachee in their development. We collaborate to achieve the goals that they choose to bring to coaching.
  • Contracting: setting boundaries and expectations to avoid the risk of unfulfilled, unspoken expectations. Agreeing with the coachee how they like to learn.
  • Patterns: I look for patterns – for habits of response in the coachee e.g. incongruences between words and body, conflicting narratives, self-limiting beliefs and fixed ways of being.
  • Balance: I endeavor to offer a balance between support and challenge by attuning to the coachee’s state of mind. Too much support and the coachee may not grow. Too much challenge and the coachee may become anxious and resist the coaching.
  • Experimenting: with the coachee we sometimes create low risk experiments. Opportunities for them try new experiences and new behaviours to develop new behavioral muscles and trigger insight.
  • Strengthening: new experiences are reinforced by reflections, acknowledgement and celebration. This deepens the coachee’s awareness of the new experiences – ‘where attention goes neural firing goes. And where neurons fire, new connections and new habits can be made’.


To find out more please contact Anne – contact