Image by Patrick Fore


As a leadership mentor, I use a combination of coaching approaches and advice based directly on my own leadership experience. This will enable you to learn faster and more effectively than you might do alone; developing a clearer picture of your organisation and your role in it.

Leaders often seek a mentor when aspects of their role are unfamiliar, such as:​

  • joining a new organisation and/or sector

  • managing people for the first time

  • responsibility for a new specialist area of activity

  • understanding and maintaining appropriate boundaries

  • developing institutional strategy.

I have mentored a wide range of people during the course of my professional life. This has included senior academic and professional services leaders in higher education with new responsibilities relating to:

  • Student mental health and wellbeing strategy

  • Leadership of student support services

  • Proactive support for student wellbeing

  • Critical incident management.

During an initial discovery session, we would consider your desired outcomes and whether mentoring is likely to be helpful. If so, we would agree the practicalities of working together, including duration, frequency, location and cost of sessions. Mentoring can be a more open ended process than coaching, although the exact details will be agreed individually and kept under review.