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FIONA WILKINSON EXECUTIVE COACHING
Specialising in working with leaders in large corporates who want to improve performance and overcome challenges.
I bring detailed business understanding to be an effective thinking partner, calibrating my approach to help clients meet their goals more quickly.
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35 years business experience in complex, multi-national, multi-stakeholder environments operating at board level in communications, marketing and sales.
I am a non-executive director, charity chair, communications adviser and executive coach.
Accredited Coach - EMCC Senior Practitioner; Professional Certificate in Coaching and MSc in Coaching for Behaviour Change from Henley Business School; Mental Fitness Coach.
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I specialise in coaching leaders in large corporate organisations who are moving to the next level of leadership or facing new challenges, grappling with the complexities of a multi-stakeholder, multi-cultural environment. As your thinking partner I offer a safe place to explore options and develop solutions that are right for you.
From Expert to Leader
People are often promoted for being superb experts in their field, but then find those are not the skills needed in their new roles. Coaching can help the new leader focus on their priorities, working out how to succeed through others.
Leadership can be a lonely place to be and 70% of CEOs fear being found out (HBR). Coaching can help by exploring strategies, thinking through implementation options and mapping out the stakeholders that need to be managed, helping to create results more quickly.
Working effectively with different personalities - whether that’s a boss, a team member, customer or regulator can be one of the toughest parts of a leadership role. Learn to adapt your approach to be more effective in dealing with personality challenges and office politics.
What prompted coaching? - Takeover of business by a US-based company and impending integration meetings.
Approach – Intensive 3 hours of coaching over 2 days.
Consider how to structure, influence and behave to get the best from integration meetings.
Coaching techniques used included visualisation, force-fields, confidence mapping to develop and refine plan.
Outcome - ‘I left the session with some specific actions to take, which turned out to be exactly what was required. I appreciated the challenge to get really specific with these targets, including the practicality of taking them in the time available. The session made me think about how I would act in the widest sense - preparations, behaviour, emotions, reactions, goals.’
What prompted coaching? - Appointment to a broad leadership role
Approach - Executive coaching sessions every 4-6 weeks over 9 months.
Analyse stakeholder map and think about issues from each of their perspectives.
Visualisation - what would success look like/feel like?
Outcome - increased confidence; completion of team reorganisation, changes of responsibility and building team resilience.
Improved working relationships with executive leadership.
Client put forward for significant external profile opportunities and career progression.
What prompted coaching? - Sale of agency to an international group. Challenge to work out how to be effective in new group amongst wider network of multi-national stakeholders.
Approach - executive coaching - every 2 - 3 months over 18 months.
Explore values and motivations to formulate personal plan.
Explore stakeholder dynamics and tailor approach to each individual.
Role play to assist preparation for important meetings.
Outcome - client reports improved relationship with key stakeholders and assigned responsibility for
next acquisition on behalf of group.
What prompted coaching? - Reorganisation creating the opportunity to expand role from expert to strategic leader
Approach - executive coaching every 4 weeks for 6 months; subsequently extended for a further 6 months.
Breakdown issues, identify opportunities, build confidence through visualisation and positive reinforcement.
Outcome - increased confidence; senior management praised improvement and agreed further coaching to continue development.
What prompted coaching? - Opportunity to take voluntary redundancy.
Approach - face-to-face coaching every 3-4 weeks over 3 months before leaving role; and further sessions in first 6 months after leaving.
Identifying values and priorities for next stage of life/career.
Develop options, approach and plan for execution.
Outcome - sessions "have helped me reflect on the choices available to me and ways of establishing myself in my new life style".
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