An Inclusion Based Coaching Opportunity That You Can’t Refuse

Coaching is quickly becoming a performance management phenomenon within organisations!

Companies are spending millions turning their employees into coaches

Get your pen and paper ready because I’m going to make you a one off coaching offer that you can’t refuse

In todays show I discuss several things including:

  • Why Coaching is becoming a performance management phenomenon within organisations
  • The Coaching Programme I’m developing
  • Why I want you to apply for the programme and much much more

Here’s some of what I share in the show:

Coaching as a developmental relationship

“Research shows that coaching is a developmental relationship that is necessary for career excellence. A great example of this comes from my favourite piece of research, which talks about baseball Hall of Famers! These are the legends, Players so talented that the sport wants them to be recognised forever “

Why Being A Coach is Like Being An Accountant

Being a coach is like being an accountant, lots of people say that they’re a coach but lots of people don’t have formal training, a qualification; best practice which means they may not be subject to ethical or professional guidelines”

The Offer You Can’t Refuse

“This what I mean when I say this is a coaching offer you can’t refuse because:

You get to participate in a pilot programme to help you reach your potential

You get to support a school where children have limited access to education.

You get to meet me face to face”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

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The Reason You Need To Align Your Diversity & Inclusion Efforts To a Global Strategy

Developmental Networks: The Most Important Career Tool You’ve Never Heard Of

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences