COACHING EXPERIENCE

Joanne’s commitment to coaching is evident in her credentials. Whilst working in frantic environments as an HR leader, her team would constantly comment on her calm presence. Joanne has a strong background in the delivery of challenging HR projects and exceptional team building experience.

COACHING STYLE AND APPROACH

Joanne loves to draw on a variety of approaches to explore and challenge the underlying mindset and narratives of individuals that may be hindering future success. Increasing self-awareness about patterns of behaviour or thinking, and the use of existing strengths, form a key part of Joanne’s coaching to unlock performance. Joanne believes the most critical step is supporting counterparts to translate self-awareness into practical application.

BUSINESS EXPERIENCE

Broad experience both as a HR manager and an organisational development specialist has provided the opportunity for Joanne to work with leaders to cut through complexity and address the core issues required for long-term success. Joanne has held leadership roles in the education system, before transitioning to the corporate world in various HR roles across hospitality, facilities management, materials handling and defence. She continues to work with small to medium businesses on strategy development.

AREAS OF EXPERTISE

• Leadership coaching to increase leadership effectiveness and impact

• Coaching to support effective change initiatives, stakeholder management and ability to influence

• Team effectiveness coaching for leaders to enhance performance and engagement

• Career coaching to identify ideal trajectory, alignment with current strengths and strategies to move forward
  

PREVIOUS ENGAGEMENTS

• Regional Director, Not-for-Profit – coaching focused on ability to lead a larger team, innovate more confidently, and establish a clear leadership brand. Result was clearly observed and noted by CEO.

• VP Group Product, Insurance – desired outcomes included clarity about career trajectory and ability to convey skillset persuasively. Counterpart not only achieved clarity but also secured a dream role internationally by the end of the engagement.

• Head of Retail Operations, Not-for-Profit – counterpart identified existing strengths that had been underutilised. Drawing on these enabled them to step into conversations that had been avoided for a long time. It also supported the establishment of healthy boundaries to support both leadership success and a more rewarding lifestyle.

• QA Manager, F&B Manufacturing – counterpart was questioning their current role and organisation fit. Through the engagement they were able to articulate their desired leadership role and career pathway. The organisation happily accommodated the request, and the counterpart has since lifted team engagement significantly and reduced staff turnover to its lowest point in several years