Wednesday, 19 August 2015

Thinking of changing your Career?

If you are thinking about changing your career then this blog is for you.

Research suggests that more than half of UK workers are unhappy in their current jobs.

The career guidance that we received at school is outdated.

Little wonder most people are overwhelmed by how to get started in taking action to move forward in their career.

Questions include 'am I headed in the right direction, is now a good time to change, am I qualified to do anything else? can I make a living working for myself?'

The big questions include, 'what is my destiny, what do I really want to do, what am I doing with my life, what would fulfil me and give me meaning?'

Indecision is rife and does not make you feel secure.

I suggest that your starting point is asking yourself what you are motivated to do and what is holding you back from this.

There are no jobs for life anymore so whatever your issue - wanting more work life balance, to work for yourself or find a new employed role that fits with your values now - we all need to accept career change.

You are not on your own in this. You can do your own research and reading and make use of digital coaches if that appeals to you.

When you are looking at your career options it can feel lonely just like when you run a business on your own.

Sometimes you need a boost, some support and help to guide you on your path.

I firmly advocate face to face one on one coaching and counselling for you in your career. It is real and the connection with your coach is an important part of your results.

Life is too short to do a job you hate.

If you would like to know more please get in touch via or call 01761 237400.

Wednesday, 8 July 2015

Making Changes in your life

Change is a scary concept for most people who fear it, fighting it with excuses or running away from it.

So why would you bother?

Lack of change or addiction to the current state freezes you. You do not develop or learn the skills by trial and error of having experiences and learning from them. You do not find out what it is you want and how to go about getting it by relating with other people. You short circuit all of that and go for the immediate relief, that button that says this feels good, over and over again. You can wake up at 45 years of age and still feel the same as you did as a teenager.

There will always be mixed feelings - the pros and cons of your changing.

Any change is often slow and painful as few are willing to let go of the familiar, even if inaccurate values and views. Resistance to change or growth is considerable.

Some people would rather die than alter those belief systems that keep them stuck in dysfunctional behaviours.

We do of course have free choice and so a considerable potential to achieve whatever we focus upon. But growth and change are irregular and non-linear. One's range of choice is limited by one's vision and expectations - I will fail, therefore I do.

Willingness and high intent open up your mind. We start by feeling safe and secure enough for change.

When we initially experience the benefits of change we may be euphoric. This is often followed by a plateau or lack of expected progress, with some relapse to old behaviours. For example the individual who sheds weight for the first few weeks of a new eating plan and then stops doing what works.

A roller coaster of emotions is suffered by the individual who tackles their addiction.

Building your confidence, self-esteem and self-love, keeping things simple and living in the moment are key ingredients for achieving and maintaining changes that you make in your life.

Great coaches are sought after to help you to achieve the changes you really want to make because our influence inspires maximum effort and results.

If you would like help to make a change in your life please get in touch by calling 01761 237400 or e mailing

Tuesday, 30 June 2015

Managing Your Stress or Pressure

On a scale of 0-10 where 0 is burnt out and 10 is peacefully calm where are you at work right now?

According to The Guardian survey 93% of public sector workers are stressed some of the time and 9% constantly.

Some of the report's authors blame austerity measures.

Barrie Pirie, president of the Public Sector's People Management Association, said that 'while doing more for less would inevitably increase stress, its important to distinguish stress from pressure and to increase resilience inside organisations.'

Whatever sector you work in pressure is not going to go away. We are @20% less productive than other G7 countries and UK productivity continues to be in the spotlight.

What are you doing to cope with your individual pressures and stress? What are you doing to help your employees to cope, to develop their resilience?

If you would like help to develop appropriate resources, strategies, tactics and tools for stress and pressure management in your workplace or your own as an individual, please get in touch via 01761 237400 or

Tuesday, 16 June 2015

Small Business Leadership Coaching

If you are interested in developing a happier workforce who enjoy their work more and so perform at their best please read on.

We are working with people like you right now on two areas of focus

1. Ensuring that their staff have the right direction and support
2. Ensuring that where staff are not performing as required that a plan and actions are in place to address this

When you started your small business you may not have anticipated the impact of leadership direction and management required to be a successful business.

Research shows that where staff are well directed, supported and know what is required of them they are more engaged and perform better.

Where to start?

Firstly spend some time observing staff and noting what specifically they are doing well and what improvements could be made.

Next, speak with staff about

1. What you have seen them doing well - try to find three specific things and tell them the positive impact on the business
2. What you would like them to work on now
3. What you could do to help them to enjoy their work more and perform better.

Then, set aside some time to set clear objectives and specific targets for each of your staff and the team as a whole and share these with them to check understanding.

Where staff do not perform in spite of feedback and training, you need to have open honest and frequent conversations about the consequences of continuing to under perform. ACAS provide robust guidance on stages of disciplinary action which you may find helpful for structure and to meet legal and good practice requirements.

If you would like support with your leadership activities please get in touch via enquiries@westofenglandcoachingandcounselling or call us on 01761 237400.