SensUs Coaching Profile Hannah Butler

Hannah Butler EXECUTIVE COACHING AND ORGANISATIONAL DEVELOPMENT

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Contents Background Qualifications and Associations Personal Style Coaching Success Possible Coaching Subjects Coaching Programme Training and Facilitation Success Training and Facilitation Possible Facilitation Subjects Possible Training Subjects

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Background My professional background includes over 20 years of leadership within the voluntary and public sectors; most roles have been in coaching, training and organisational development.

Leading the drive on performance, standards and results is a challenging journey and one I pursue to achieve excellence and improve outcomes. Compliance and quality assurance methodology to ensure effective dissemination and deployment of quality assurance teams is part of my skill set.

Developing and delivering strategy to improve practice, provide value for money and ensure stakeholders receive a service that meets their expectations has always been a central part of my drive towards quality provision.

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My interest in coaching began over 5 years ago when I attended training on ‘Embedding a Coaching Culture’. Following this I began to develop coaching strategies as a model for leadership and management. These started as pilot projects and quickly grew into working models. I continued to develop my coach training throughout this time before deciding to embark on a Post Graduate Qualification in Executive Coaching.

The ILM level 7 programme provided me with a strong foundation on which to build and embed my coaching practice and strategies. This knowledge and understanding allowed me to provide coach training to staff at all levels, specifically senior and executive.

I demand and demonstrate a willingness to ensure that a job is done well. I recognise the power of vicarious learning and realise that leading by example is crucial to any leadership role. I demonstrate skills of being highly organised and efficient during my working day and overall annual calendar.

I am a resilient individual who can see a job through to the end. I do not panic under pressure and maintain a sense of equilibrium, while retaining a sense of humor and proportion. I am highly driven towards success for people and bring an innovation and creative element to everyone I work with.

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Qualifications and Associations • • • • • • •

Post Graduate - ILM Level 7 Executive Coaching Post Graduate in Certificate in Education (Business) Managing People Centred Change Mindfulness for Wellbeing and Peak Performance Post Graduate Certificate Social Psychology Post Graduate Certificate Developmental Psychology Member of EMCC UK and Senior Leader in Education

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Personal Style I am an experienced coach and organisational development professional, I am driven by a belief in people’s potential and a genuine desire to support them to find the best in themselves.

My personal style of coaching is one of enthusiasm and aims to promote drive, awareness, responsibility, accountability and engagement. I calculate and compute quickly, listen effectively and meet the full demands of an effective coach. I provide a thinking environment for every client; ensuring that challenge, support and drive are appropriately matched to both their emotional resilience and professional standing. I support others to recognise their strengths, have courage to develop their leadership, understand and develop crucial relationships while maintaining a sense of balance.

My background in psychology means that I understand the difficulties of change and how to support transition at both an operational and strategic level. My personal style supports every client to develop confidence, find purpose and a sound understanding of self. I pride myself on being able to promote emotional intelligence and encourage each client to reflect on their own growth and development.

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I am an eternal learner; as a result, I am educated and constantly looking for my next learning opportunity. In recent years I have embarked on post graduate programmes in leadership to ensure that my practice remains current. Every year challenge myself to read one book per month. This year’s reading is focused on vulnerability, resilience and how these human traits can be fostered to promote health, wellbeing and success.

Coaching Success My training in Executive Coaching has allowed me to support leaders that have a strong balance of challenge and accountability. My coaching skills empower others, create cognitive conflict and allow them to search for creative solutions in dynamic and innovative ways. I am confident in challenging and supporting staff to improve and have the emotional resilience to deal with the more difficult situations relating to poor practice and performance. My studies and practice in coaching has allowed me to develop my communication to allow for clarity and understanding; to drive leadership in a way that encourages responsibility and accountability through a supportive framework.

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As a coach I communicate effectively at all levels and have the character and personality to foster positive relationships beyond a single organisation. To provide a successful outcome, it is necessary for me to be outward facing, have a deep understanding of the complexity of relationships and develop partnerships within, and similarly with organisations and in diverse sectors. Examples of recent work includes working with public and voluntary sectors where effective relationships are crucial to ensure that we plan projects and adopt a thinking approach to achieve excellence. I am excited by the dynamic nature of relationships; the need to be fluid, flexible and innovative has never been as necessary as it is in today’s climate. This is the type of climate that I thrive in. I enjoy the feeling of being part of something good, which has energy and life, this personal characteristic is motivating to clients. Ideas and innovation comes from all people and I can analyse and establish how to make innovation become a reality through connecting others to the thinking process.

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Succession is a crucial element of highly effective organisations; establishing talent programmes is an efficient way to recognise and reward aspiring members of the team and acknowledge the need for new leadership to emerge. This learning and transition included the development of ‘Talent Programmes’ across the leadership spectrum. Coaching in talent programmes allows me the opportunity to transform talent and develop leaders.

Possible Coaching Subjects • • • • • • • • • • •

First 100 Days Person centred leadership Professional role planning Succession planning and talent/aspire programmes Strategy to operation cycle Resilience and emotional intelligence Project management Managing performance and challenging relationships Developing confidence, resilience and wellbeing Think more – do less Partnership and co-creating

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Coaching Programme Our coaching is a face to face interaction that develops capacity and capability of its clients to reach their full potential. We use questioning to unlock the potential of our clients through a strong belief that people are infinitely more capable than they believe and express in their working life. Clients who get the greatest benefit from coaching, are those who have a serious commitment to personal growth and are keen to develop through questioning and challenge. Our coaching develops highly effective staff and teams who are able to respond effectively to challenge, show professional agility and lead highly motivated teams.

A typical programme would comprise: INITIAL MEETING – free of charge (try it on for size) – this session tests relationship chemistry, establishes boundaries of the relationship and client confidentiality. We will discuss potential areas of growth and how the client creates goals around each area. We may also discuss potential areas where the client is stuck. This meeting establishes an effective relationship between the coach and client and whether the relationship will support the client in their journey.

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CONTRACTING – prior to the first coaching meeting there will be agreed contracting between the coach, client and organisation (if appropriate, see confidentiality agreement in contract). Having an agreed contract allows there to be shared public goals without the need to breach confidentiality and support and trusting relationship between the coach and client.

SUBSEQUENT MEETINGS - 12 hours over 6-8 meetings every 4-6 weeks - lasting approximately 90-120 minutes per session. We will support the client to establish a clear goal that promotes their growth and development.

In some cases, this will be about the client – confidence etc. in other cases it will be task related. Most coaching literature suggests that you coach the client and not the issue; however, I find that some clients want to stay with the issues and want to use the coaching in this manner. If this fits the agenda of the client and the organisation then we are happy to work with this expectation.

ONGOING SUPPORT – We provide ongoing support via email and telephone – this allows the client to ask questions and send any supporting information to allow the coach to research and plan their next session.

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EXIT MEETING - The exit meeting follows the same routine as previous sessions however, time is also given to summarizing growth and providing tools to support the client to sustain their development over time.

EVALUATION – We ask for evaluation and feedback throughout the coaching process from the client and the sponsor however, during the final session our coaches will request an evaluation of the services and feedback for improvement.

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Training and Facilitation Success Holding a training and facilitation role in the development and dissemination of staff development across several organisations is challenging and exciting. I confidently lead teams of staff in new initiatives and supported senior leaders in enabling staff to adjust to the flexibility of modern organisational demands.

As a trainer and facilitator, I assess the needs of staff and provide support that matches their current development needs. My approach is enthusiastic and engaging, I set high expectations for my audience and will plan all events around the principle of active learning.

This approach is not affected by the size of a group and I am equally comfortable in delivering to small and large groups. In the last year, I have provided a range of workshops to both small senior leadership groups and the wider organisation (more than 150 delegates). I thrive on the challenges of group work and the various ways to support people to think in a connected way and co-create to develop and share ideas.

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Training and Facilitation Training is when we share information where the knowledge gains are already decided; for example: first aid, health and safety, data protection. A didactic style is often linked to this type of specific theory and/or prescribed practice. At Sensus Coaching our training is delivered using a facilitation style, our aim is to support a thinking environment; we adopt a collaborative learning environment where the learner is encouraged to think deeply about possibilities and share these with the group.

The learning is created from within the group and the shared energy brings about a critical change in the way we shape information and apply this to our working environment.

Our facilitation sessions work with a group on a specific issue; the main role of the facilitator is to design and plan a session that is question based and thought provoking. During the session the facilitator will guide and control the direction of the session to ensure that the needs and expectation of the session are met, ensuring the group leave with the anticipated outcome.

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Possible Facilitation Subjects • • • • • •

Gaining Consensus Share Understanding Selecting Best Option Preparing for Change Creative Problem Solving Managing Difficult Decisions

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Coaching People - A team who can lead with integrity, have the skills and a deep understanding of working with others.

Thinking People - A team who can cocreate, innovate and make ideas a reality.

Hearing People - A team who can communicate with clarity, know what it means to listen and hear the voice of others.

Questioning People - A team who can challenge and get the best from others through in-depth questioning.

Aspiring People - A team who can infect others with drive, motivation and excitement.

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Interrogative People - A team who can critically analyse the work they do and find new ways to measure impact.

Growth Mindset People - A team who can demonstrate resilience, manage failure and foster this in others.

Mindfulness People - A team who can demonstrate the importance of wellbeing, who look after themselves and others around them.

Organised People - A team who can prioritise workload, avoiding interference and distraction.

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