COACHING & MENTORING
Coaching that comes with a proven track record
Avril Henry and David Kwasha are accredited coaches who came to coaching after long careers running organisations. They work one to one with senior leaders on communication, influence, difficult conversations and the transition into a bigger role.
Coaching or mentoring?
Both start with profiling. Every coaching and mentoring engagement begins with DiSC Communication Style profiling, whether it runs as a full engagement over six to twelve months or as a shorter program.
Structured and goal-focused, usually over six to twelve months. You set the agenda. The work is questioning, reflection and accountability against a specific goal, and it is measured by what changes in how you perform.
Choose coaching when you are building on your capabilities, working on a behavioural goal, or preparing for a bigger role.
Coaching sharpens performance
Relationship-based and longer term. The mentor brings experience, judgement and networks, and will often steer the conversation toward what you have not thought to ask. It is measured by where your career goes.
Choose mentoring when you want perspective, are navigating organisational politics, or want access to someone else's networks.
Mentoring shapes growth
A full engagement runs six to twelve months and begins with three profiles: DiSC Communication Style, Emotional Intelligence (EQ) and Workforce Drivers. Profiling demonstrates how you communicate, build relationships, work with, and lead people. We look at your strengths and development areas, then build our one-to-one sessions around the goals you have named and the situations you are actually in.
It starts with the person, not the position
FULL ENGAGEMENTS
1
Honest assessment
Where are you, really? Three profiles and a pre-coaching questionnaire get you thinking.
2
Clear goals
Specific and measurable outcomes you can name to your team, your boss, and yourself.
3
Structured sessions
Regular one-to-one sessions work through real-life situations using your profiling results as a framework.
4
Real-life scenarios
Avril & David walk you through low-stakes experiments at work, putting into practice new learned skills.
5
Ongoing support
When something happens in-between sessions, you always have access to your coach.
Two shorter programs
Communication-focused programs for leaders working on emotional intelligence and active listening. Both start with profiling and run over a set number of sessions, and either can lead into a full coaching or mentoring engagement later.
LISTEN. OBSERVE. ASK. ACT.
Leadership communication
This program combines a Communication Style (DiSC) profile with three one-to-one sessions on active listening and staying present in conversations. These practical sessions provide you with tools to strengthen relationships, increase your influence, and communicate with greater clarity and impact.
UNDERSTAND YOURSELF. CONNECT WITH OTHERS.
Lead with insight
The three profiles that open a full engagement, taken on their own. Explore your DiSC Communication Style, Emotional Intelligence (EQ) and Workforce Drivers in three one-to-one sessions designed to give you valuable insights into how you communicate, relate to others, and what truly motivates you.
Still have questions about where to start?
We are here to talk.
Coaching: what actually changes?
Where leaders start
Operationally focused, technically skilled
Reactive, putting out fires
Imposter syndrome, especially after a setback
Invisible to decision-makers despite delivering
Hard conversations happening too late, or not at all
Where they land
Thinking strategically, with a stronger team
Planning ahead and responding thoughtfully
Grounded, and trusting their own judgement
Visible in the rooms that matter
Speaking up with calm authority when it counts
Moving into your next role, or changing direction, is a high-stakes shift.
If you are stepping into or out of a high profile role, moving between industries, or crossing between the private, not-for-profit and public sectors, career transition support gives you the tools to move through positioning, strategy and next-step planning to a decision you can stand behind, and be comfortable with.
Support for those at a turning point
CAREER TRANSITION
1
Profile
Skills, values, track record, and the things that do not appear on a CV until someone asks the right question.
2
Map
Market research and an honest read of your networks maps the realistic options and the less obvious ones.
3
Position
How to position yourself. How to have conversations. How to handle the gap between roles.
4
Land
The right role, on terms you understand, with a clear view of how to stay self-aware in a new environment.
Who we are
Avril Henry and David Kwasha are accredited coaches with the Institute of Executive Coaching and Leadership (IECL). Both came to coaching after decades in executive roles.
David and Avril are accredited in internationally recognised qualifications including DiSC (Communication Styles), EQ and Workforce Drivers profiling. They completed Global Leadership Best Practices at Harvard Business School.