Penny’s extensive experience in a range of industries and therefore with a range of people is evident through the depth and breadth of insight she brings to coaching our aspiring leaders and her ability to quickly grasp real or perceived roadblocks for people. – GMHR
Coaching – the art of empowering others to solve their own problems, develop critical thinking, become self-responsible and grow as a human being and professionally. – Penny Holden
Coaching and mentoring examples
- Performance
A performance issue that is more about a mindshift and behavioural change than knowledge acquisition. - Career development
People are at a crossroads or seeking to move up or across in their roles; they are talent and want to be fast tracked; when facing organisational change. - Leadership development (including Executive)
Most robust leadership programmes include elements of coaching and mentoring. Both one-to-one coaching and small coaching hubs of their cohort are an essential to personalise learning, set development goals, reinforce key learning, challenge perceptions and mindsets and troubleshoot development gaps. - As part of a development programme
For example a personal leadership programme, where individuals can personalise their development aligned to the organisational goals and learn about leadership as an individual; having difficult conversations where they need greater practice and help; aspiring leaders. - Coaching hubs
These may be three-four people who support and hold each other accountable in the workplace around the learning topic e.g. leadership development. If I am providing some learning/ training, these can be very useful to support both individual and cultural shifts.
All who have worked with Penny through coaching have responded extremely positively, and have appreciated her confidentiality, independence, insightful recommendations and support. I would recommend Penny highly. – GMHR
