Leadership Coaching
Robin has over 20 years experience of in coaching leaders and teams, developing high-performance talent strategies, and leading strategic organisational transformation and change. In the M&A field, Robin has managed the people strategy for multiple acquisitions, integrations, and divestments, ranging in scale from larger corporate acquisitions to integrating and growing entrepreneurial startups.
Robin works with leadership teams and with individual leaders to help accelerate performance. With individual 1:1 coaching assignments, Robin has worked with senior executives as well as emerging, high-potential talent and leaders moving into new roles. Working with teams, Robin has worked with executive teams and functional leadership teams to facilitate strategies that build high-impact, inclusive and results-focused leadership.
Robin’s coaching is goal oriented with a clear focus on measurable outcomes in the context of the role, the individual, and the commercial realities of the organisation.
As the speed of disruptive change accelerates, winning teams will adopt agile structures and evolve their leadership approach and culture to take advantage of the dynamically changing global talent market. Culture is a key growth lever, and exceptional performance can be best achieved with high engagement aligned to a well-communicated leadership vision and enabled by a responsive and agile organisation design.
Robin is a passionate advocate for innovation in HR and the ‘future of work’ driven by technology advancements, AI, a remote and hybrid workforce, shifting demographics, and the rapidly changing expectations of global talent.
Robin is a qualified and experienced coach accredited by the Tavistock Institute of Human Relations. He is a member of the EMCC and is a skilled leadership assessor accredited in the use of multiple psychometric tests.
Talent and leadership effectiveness is the most important strategic lever to deliver results and accelerate value.
An effective coaching strategy supports business performance, focusing on individual and team development, core leadership process, and team dynamics.
For any coaching plan to be successful, it should have the following elements:
An opportunity for insights and feedback – often drawn from peer and 360 feedback
Time and space for deep reflection and facilitated exploration of strengths, opportunities, blockers, and enablers
Action orientation and goal setting – enabling stretching but realistic development plans and a roadmap to progress against aspirational goals.
I frequently meet with business and HR leaders to share perspectives and gather views. Some of the headline topics have been:
Leadership capability, mindset, and the behaviours to accelerate and drive growth
Culture and the role it can play in enhancing performance and strengthening business resilience
The transformational change required to embrace AI and the ‘future of work’
Generational/demographic shifts – an ageing population and workforce / Gen Z expectations
Significant inflationary pressure on employment costs, reinforcing the need to optimise performance
Employer role in supporting resilience/ mental health/well-being/ inclusivity/ ESG.
Against this backdrop of opportunity (and uncertainty), there is a need to ensure organisations are not just focused on financial KPIs, but also pay close attention to leadership capability, talent leadership, people strategies, and culture.
Coaching for performance supporting individuals and teams can be a powerful catalyst for change, providing opportunities for personal and organisational growth.
Leadership and management capability is top of the list when talking to CEOs about their strategic priorities.
Executive coaching and leadership team development can be a powerful catalyst for change and can accelerate performance. Talent development is more powerful as part of an integrated, systemic approach to organisational performance.
In an integrated approach, talent management, culture, organisation design, performance management, and reward are fully aligned with business strategy and purpose and deliver tangible, measurable added value.
- Leadership transition (new to role, new hire and promotion)
- Newly formed leadership team, team goals, and ways of working
- CEO/ CHRO coaching and mentoring
- Change readiness in an M&A context
- Conflict resolution and team dynamics
- Individual role and performance expectations
- People-centred change supporting Al implementation
- Team roles and individual work styles/ preferences
- 360 feedback and tailored coaching to support individual and team development plans
Robin works with leadership teams and with individual leaders to help accelerate performance. With individual 1:1 coaching assignments, Robin has worked with senior executives as well as emerging, high potential talent and leaders moving into new roles. Working with teams, Robin has worked with executive teams and functional leadership teams to facilitate strategies that build high impact, inclusive and results focused leadership.
Robin’s coaching is goal oriented with a clear focus on measurable outcomes in the context of the role, the individual and the commercial realities of the organisation.
As the speed of disruptive change accelerates, winning teams will adopt agile structures and evolve their leadership approach and culture to take advantage of the dynamically changing global talent market. Culture is a key growth lever, and exceptional performance can be best achieved with high engagement aligned to a well-communicated leadership vision and enabled by a responsive and agile organisation design.
Robin is an executive coach, organisational performance expert, and HR strategy consultant
He works with CEOs and leadership teams to shape talent strategies that accelerate and sustain growth.
Robin has worked at senior levels across multiple industry sectors including healthcare, insurance, financial services, and retail, and has been a regular panellist and speaker on topical business issues including, leadership, HR innovation, and the ‘future of work’, human resources strategy, employee wellbeing and mental health in the workplace.