Profile

One of very few people to be awarded the European Individual Award for coaching at Master Practitioner level by the European Mentoring and Coaching Council (EMCC). Leading the development of European Individual Assessment as a member, of the EMCC Standards Committee. MBA, FCIPD and FCMI, with an Advanced Diploma in Professional Coach – Mentoring. NVQs in assessment and internal verification. Particular skills knowledge and experience in the areas of finance, information and human resources. Experience of strategic management including national representation and negotiation. Currently mentoring and providing action learning to a number of senior managers, teaching on OCM Advanced Diploma courses, and in-service coaching certificate programmes for RBS ,Grant Thornton, npower and Marafiq. Assessing for the EMCC European Quality Award and European Individual Accreditation. Previous Coaching Experience I have coached for 10 years, and achieved the Advanced Certificate in Professional Coach-Mentoring in 2003. I have completed over 1000 hours with coaching clients from a range of organisations: private, public and not-for-profit. Some of these have been in the context of developing clients as coaches themselves, which is a combination of coaching, supervising, tutoring and assessing. But for many, it is pure coaching. There is a very long list of organisations I have coached in. It includes: RBS, Grant Thornton, John Lewis, Tesco, AVIVA, Chartered Institute of Personnel and Development.

Your website : www.sleightholmconsultancy.co.uk
Your email : david@sleightholmltd.co.uk
Your telephone number : +44 1245 221519
Country : United Kingdom
Your Region1: Eastern England
Your Region2: London
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• Chartered Institute of Personnel and Development
• European Mentoring and Coaching Council

My focus is on the creation of a safe environment where the person I am talking to can explore issues that he or she is not able to explore anywhere else. Often they are about personality, values, aspirations, history, blocks, challenges and how they impact on performance and on the career as a whole. I seek to get alongside her/him, give my undivided attention, listen deeply, offer a blend of support and challenge, relevant feedback, stories from my own experience which may help. An observation recently from somebody I coached is: ‘Your coaching skills have proved particularly helpful in providing a non-judgemental sounding board, an alternative viewpoint, and the ability to empower me to come up with my own solutions.’ For me, this is more important than the tools used. I have a structure – agenda and action points, the agenda to be mainly generated by the person I am coaching, and action points too. I will use models such as GROW and Appreciative Inquiry if they help. I have a range of tools available - in the toolbox, as it were - and use them as appropriate. But I do not normally come into a session with a view as to what tool it will be. My priority is to be responsive to the person I am coaching. I like aspects of transactional analysis (Karpman Triangle, Parent-Adult-Child).