Career coaching

We work with companies and individuals to help people flourish in the jobs they do.

Career coaching could really help if you’re:

  • looking to step onto the career ladder for the first time
  • already established in your profession and planning your next move
  • not sure what you want to do – but know that what you’re currently doing is not right for you or
  • find the interview process challenging


Young adults: Starting in the right direction

Few young adults leave school knowing what they are innately good at, how they like to learn or what they would like to do as a career. Yet already, key patterns and styles are in place that indicate what types of roles would energise (or drain them), what types of environments would bring out the best in them and where they may want to focus their initial efforts.

Access to these insights can help inform decisions about investing in further education. A good level of self-knowledge also means individuals are far more likely to shine at the interviews they do attend. But possibly at a more fundamental level, we know that people who are well suited in their employment suffer less physical and mental health problems over the long term.

From years of selecting, working with and developing teams for large businesses, we share our knowledge of what employers are looking for, how to get the best from the interview process and draw on one of the best psychometric tools on the market specifically designed for young adults (School Place Big Five) to support this process.

We work with individuals, parents and educational bodies to help the next generation make a first step in the right direction.

Individuals: Changing direction

There are two ways that people tend to change their career direction: they change what they do or they change who they do it for. In both cases, career coaching can help in making this transition.

Changing what you do:
It’s not unusual for someone to want to change their career and not be sure what else may suit them. Sometimes this change also involves not wanting to stay with a current employer. Sometimes it’s about finding a new role inside the company.

We use well established tools and techniques to help people identify:

  • what profoundly energises them
  • what strengths and gifts they have in their kit bags – that they may or may not be using
  • what they have learned from the work they have done so far
  • what will help take them to their next stage (plans, actions, practices, etc.)

We spend time reflecting, identifying, removing blockers if needed and then building futures that feel right. The Pearl Programme may form a part of these conversations.

We usually frame these conversations within the bigger context of what a coaching client wants from their lives at this point. This context is key. It’s rare to find someone who feels profoundly successful – even if they are doing well in their career – if the needs of other key aspects of their lives are not supported by their work situation e.g. physical, family, health, wealth, spiritual development, etc.

Changing who you work for:
If you enjoy what you do, but feel it is time to move to another organisation, we can help.

The way in which you leave a company is important. Yet this critical stage in the employee life-cycle is often not given enough attention and care. Done well, both you and your employer grow. Done poorly, nobody benefits.

We work with people to ensure they claim and integrate all the learning from their time with a company, so they interview well and move into their next stage in a great place.

Individuals: Stepping up to the next level

It may be that you really enjoy what you do and you really enjoy where you do it, but you’re keen to make it up to that next level e.g. from a manager to senior manager.

We work alongside people at all stages in their careers, helping them build plans to support and accelerate their personal development.

Once you are clear what you need to learn, we can then support you on your journey. It’s all about helping you to be the very best you can be.


Organisations: Joiners and leavers

If your company is changing, then it’s possible your people may change too.

Finding and hiring the right people for the job

Using some of the best tools in the market, we work alongside leaders and HR professionals to assess the skills and resources you need from key roles and teams within the organisation.

This can involve helping you really think through what you need from key senior team members, to then psychometrically assessing them against these traits once you’ve found some likely candidates.

Having sat in board rooms for decades, we know what is needed to make top teams really fly.



Supporting those who leave
Employees don’t join organisations, people do. So when a person is being asked to leave because of organisational change, whilst the driver may not be personal, the impact is. Managed sensitively, leavers can become brand ambassadors. Managed poorly, they can become highly vocal critics. It serves no one, least of all the organisation, if the latter situation occurs.

For many people, the right support through this period of transition can significantly alter how they experience the change – AND help their chances of finding employment that works for them.

So if the changes you’ve got planned as a company mean there will be fewer positions in the future, we can work alongside those who are leaving to help them get excited about the alternatives.

If you are an employee going through the process of change at work and are looking for support, see: Life Coaching – Dealing with change

I had reached a point in my career where I had stalled. Over a period of 18 months [Fiona] coached me to a point where I had the confidence to change companies and secure a position with double my previous salary.”… [read more]
(Sarah Robinson, UK Head of Internal Communications, Royal Dutch Shell)

[Fiona] put forward achievable solutions that enabled me to decide on the best course of action. Since making these positive changes I have been given more responsibility at work which has resulted in a promotion, plus increased respect from colleagues and managers.”… [read more]
(Tom Feron-Clark, Senior Architect, PRP Architects)