Performance coaching is an ongoing conversations which facilitates transformational change and fosters success at work and across your entire life. Elements of positive psychology, expert performance, mindfulness, experiential learning, neuroscience, NLP and sports psychology are combined to support the examination of your values and beliefs, develop new strategies, maximise resources and set goals. Our coaching journey together is broken into four stages which are intrinsically linked.

“The secret of getting ahead is getting started”


Agatha Christie


The first step in performance coaching is writing a simple message, sending a text or making a phone call. This single action sets in motion a series of events that will make powerful changes your life. 
Our initial taster conversation provides the opportunity to discuss individual or business opportunities, challenges and desired outcomes from performance coaching. This open and honest two-way discussion helps identify our styles, similarities and differences that will indicate whether the right connection resonates and form the basis of a successful professional working relationship together.  
The foundations of a successful and strong performance coaching partnership are built on mutual trust, proactive engagement and open communication. Performance coaching involves an element of financial, temporal and emotional commitment that both parties acknowledge and respect. 
The success of our performance coaching partnership is measured through the achievement of different outcomes and milestones. These can be external indicators and/or internal indicators of success can be linked together.
During our first scheduled coaching conversation together will discuss possible outcomes and formulate workable options for you to select. It is important to choose meaningful and relevant indicators for your current situation. These indicators will facilitate your ability to evaluate your return on investment from our work together and the success of desired outcomes.




External indicators are generally quantifiable, observable and can be influenced by the client.


Examples of external indicators are:

  • Achievement of coaching goals established at the start of the coaching process

  • Increased income or revenue

  • Promotion at work

  • Positive performance feedback from colleagues, manager, customers, family or friends dependent on area of focus


Internal indicators are more subjective, qualitative and personal.

Examples of internal indicators are: 
  • Self-scoring or self-validating mechanisms 
  • Changes in self-awareness of perception
  • Increased confidence
  • Shift in emotional state


From an outside glance a performance coaching session can look and sound like a conversation. However, this cursory observation fails to appreciate the deep dialogue invested by both participants and the powerful combination of active listening, exploration and talking.


These unique discovery-based focused conversations are created through the timely integration of powerful questions, constructive framing of observations and feedback to elicit positive response. The eDISC® behaviour and iWAM® motivator tools provide objective information can be used to enhance self-awareness and interaction with others can also be added to the performance coaching process. Find out more HERE.

“A good coach doesn’t solve your problems for you” Art Markman

The coach and client have different responsibilities and contributions to the performance coaching partnership. These guidelines are adapted from International Coach Federation (ICF) guidelines and summarised below. It is definitely worth a moment of reflection to consider whether you have the commitment and desire to engage fully with the performance coaching process now. Discover if coaching is right for you with the ICF "Feeling Stuck" decision framework.  

Provide ongoing objective assessment and observation to foster your self-awareness and awareness of others


Display active listening to fully understand your circumstances 


Acts as a sounding board in exploring possibilities and implementing thoughtful planning and decision-making


Champions opportunities and potential, encouraging stretch and challenge


Commensurate with personal strengths and aspirations


Fosters shifts in thinking that reveal fresh perspectives


Challenges blind spots to illuminate new possibilities and supports the creation of alternative scenarios


Maintains professional boundaries in the coaching relationship, including confidentiality, and adheres to the ICF coaching profession's Code of Ethics. 

Creates the coaching agenda based on personally meaningful coaching goals 
Uses assessment and observations to enhance self-awareness and awareness of others
Envisions personal and/or organizational success 
Assumes full responsibility for personal decisions and actions 
Takes courageous action in alignment with personal goals and aspirations 
Engages big-picture thinking and problem-solving skills 
Takes the tools, concepts, models and theories provided by the coach and engages in effective forward actions
Challenge existing attitudes, beliefs and behaviors and develop new ones that serve one's goals in a superior way
Take decisive actions, however uncomfortable and in spite of personal insecurities, to reach for the extraordinary
Coaching reaches beyond our time together and depends on your active engagement and motivation to integrate your discoveries and learning in different areas across your life.
In between scheduled sessions there might be designated tasks to accomplish which support the successful achievement of your overall desired outcome. These action points are specifically tailored to every individual client and might include an element of research, reflection on a new idea or perspective and/or integration of new behaviours. 
Our coaching sessions are carried out in a space or environment where you feel entirely comfortable and safe; where you can be totally open, honest with yourself about your purpose, vision and goals. This could be at your favourite cafe, a walk in the countryside, at a local business centre via Skype or by phone. There is also the option to include Walking and Talking into our sessions. 
The duration of the performance coaching process depends on an individuals or team needs and preferences. Clients are kindly requested to commit to a minimum of four sessions to support change. 


"People do not achieve the pinnacle of their performance alone. High performers have supportive relationships, whether with a coach, a teacher, a mentor, a friend, a boss, or another type of person"

George Kohlrieser, Care to Dare

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© 2020 by Anna-Marie Watson

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+44 7711 366712