Proven Solutions
To Grow
Extraordinary Leaders.

Coaching is primarily oriented toward fostering deep personal change and self-discovery, while mentoring focuses on providing guidance and support for career advancement and skill development. Both approaches can complement each other, depending on an individual's specific needs and goals. Here are the two key differences:

1. Objectives:
   
   • Coaching: Aims to empower individuals to create lasting change, increase self-awareness, and align their actions with their authentic selves and long-term goals.
   • Mentoring: Primarily seeks to guide mentees through professional growth, helping them navigate specific challenges, build skills and develop deeper expertise in their field.
2. Approach:
   
   • Coaching: Involves a collaborative and exploratory process, where the coach asks powerful curious questions, helps the coachee to reflect deeply, observe differently and assists in unlocking new insights and perspectives.
   • The coachee is the thinker and solutionist.
   • Mentoring:Often involves direct advice, sharing of personal experiences, and providing recommendations and tools based on the mentor's deep knowledge and expertise. The mentor is the adviser and solutionist.

Here are some signs that may indicate you could benefit from partnering with a coach:

1. Transition: If you're facing a significant new change in your career or life such as a promotion, a new role or are facing into the uncertainty of ‘an ending’.
2. Navigating Conflict: If you're facing conflicts that you find difficult to resolve or speak your truth.
3. Increased Stress or Work-Life Imbalance: If demand is exceeding capacity and you feel overwhelmed by competing priorities, support to develop strategies to manage self-care and strengthen resilience could be just what you need.
4. Desire for Self-Discovery/Growth: If you're interested in understanding yourself better i.e strengths, weaknesses, values, purpose and how to amplify your impact.
5. Goal Clarity: If you feel uncertain about your next steps, coaching can help you clarify your vision and create a clear road map for how to move forward.
6. Feedback from Others: If you've received discerning constructive feedback from those you respect suggesting areas for improvement in your leadership style or interpersonal skills and are not sure where to start.

It’s best that we discuss your specific needs as you might benefit more from a hybrid approach.

When considering the cost of coaching, it's important to recognize that coaching is an investment in your personal and professional growth that will provide dividends that extend long beyond your sessions.

Coaching fees vary widely based on several factors, including the type of coaching, experience of the coach and the program structure. To ensure coaching remains accessible and affordable on all budgets we offer:

• Packages:Packages provide multiple sessions at a discounted rate. A standard coaching package might range from $260 to $5,000 covering an agreed number of coaching sessions.
• Small Group Coaching: This option is great value with costs ranging from $90 to $300 per person per session, depending on the size and focus of the group and the coach's credentials.
• Scholarships and Payment Plans available

Neuroleadership is a field of study that combines neuroscience and leadership practices to understand how the brain functions in relation to leadership, decision-making, and organizational behavior. It involves applying insights from neuroscience to improve leadership effectiveness, enhance employee engagement, and foster a supportive work environment. Here are some key aspects of neuroleadership:

• Understanding Brain Function: Neuroleadership examines how different brain processes influence emotions, behavior, and decision-making in a leadership context. This includes understanding how stress, motivation, and social interactions affect cognitive functions.
• Emotional Intelligence: It emphasizes the importance of emotional intelligence (EQ) and how leaders can better manage their emotions and those of their teams. This understanding can lead to improved relationships, empathy and an increased ability to de-escalate conflict.
• Change Management: Neuroleadership studies how the brain reacts to change and uncertainty. Leaders can use this knowledge to support their teams through difficult transitions and help overcome change fatigue.
• Decision-Making: Insights from neuroscience can help leaders understand biases and cognitive limitations, allowing them to make more informed, effective decisions and mitigating bias in the process.
• Motivation and Engagement: Neuroleadership explores what drives human motivation and engagement. By understanding the brain's reward systems, leaders can apply strategies that foster a greater sense of purpose and commitment among team members.

By applying the principles of neuroleadership, organizations can cultivate more neuro-friendly cultures, enhance leadership capabilities, support employee well-being, and ultimately lift overall performance.

Research has shown that organizations with strong leadership outperform their competitors. Here are some key points highlighting the return on investment of leadership training:

• Essential Skill Development: Leaders who are better equipped to support their teams contribute to higher employee satisfaction and motivation levels. This drives a 20% increase in discretionary effort.
• Increased Employee Engagement: If you're facing conflicts that you find difficult to resolve or speak your truth.
• Higher Retention Rates:Organisations that invest in leadership development see significantly lower turnover rates. Employees are more likely to stay with a company that actively supports their leaders’ growth.
• Adaptability to Change:Leadership training prepares leaders to navigate organisational change effectively and respond to evolving business environments.