Coaching isn’t just for the here and now; it should be solution-focused and lead to long-lasting behaviour change.


Have you ever been in one of those interview situations where they ask you to use three words to describe yourself? Why is it so difficult? It’s because we rarely spend time thinking of ourselves, and focus more on measuring up the world around us.

Coaching provides a safe environment to start developing your self-awareness, and to make well thought-out decisions based on your discoveries. Coaching is an enabler; a crutch that will prop you up as you need it. We’re confident you’ll be able to perform in the future without ongoing support, but it’s always waiting in the wings, ready to check on progress and identify any further needs.

While coaching is often directed at senior level employees, we’ve found that giving mid-career employees a slice of the self-perspective pie can significantly influence future outcomes.

A good outcome from coaching is very often down to the relationship and we use our masses of real-life experience to inform our coaching practice.

Between us we have an armoury of models, tools and insights that we can access to help create the change that’s needed. We’re not wedded to just one approach, we care about results.

1:1 coaching comes into its own when you’re trying to work through a particular issue. Coaching will help an employee develop the skills required for a new role, enhance their self-confidence and give them a more strategic approach to their career development. And who doesn’t want an army of motivated, driven individuals? Maternity coaching, for one, leads to improved engagement for mothers pre- and post- the birth of their child.

Similarly, we’re aware that in the world of business, it sure ain’t roses all of the time. Coaching can have a significant impact on issues such as low performance, anti-social behaviour and work-related stress.

Whilst coaching is usually done 1:1, mano a mano (or should that be ‘wo-mano a wo-mano’?), we’ve found that team coaching, although challenging, can be hugely effective to create change. Team coaching focuses on self-awareness, open communication and trust, bringing hugely positive effects on productivity, creativity and retention when applied.


We create on-going programmes aimed at shifting the behaviour of different groups, in the name of diversity.


Coaching isn’t just for the here and now; it should be solution-focused and lead to long-lasting behaviour change.


We don’t want to just see an improvement in the training room but a measurable, significant shift.


Lumina spark is a psychometric tool with a difference. It doesn’t pigeon-hole, rather it embraces paradox.

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