Coaching Experts.

I love coaching professionals: lawyers, doctors, finance. Smart, quick and keenly attune to details.

They are fast talking, confident beings who command attention when they enter a room. And it’s earned. They have studied and practiced in their fields for years. And they do it exceptionally well. These people are experts.

But even the best lawyers, doctors and finance professionals are known to have some gaps: like how to manage and grow a team, how to brand themselves and bring in new business, and how to lead and delegate to foster success. And how could they be expected to know these things? Since they graduated, each minute has been dedicated to their craft- not their business.

Unsurprisingly, these individuals are also the last people to ask for help. So how do we help them?

Firstly- we make it clear that they are the experts. We are here to let them get a different view on the choices they have in front of them. With more information, they can are better prepared to make more informed decisions.

Secondly, we identify the areas they want to work through and then highlight key metrics they want to achieve:

• managing time effectively

• learning how to delegate

• building confidence

• business development

• client management

• succession planning

Lastly, and above all: increasing self awareness.

These sessions get uncomfortable fast. This is hard work. It’s fulfilling and valuable time invested in your self, your peers and your team. But it’s not for everyone. Only those motivated for more- more self awareness, more confidence, more profit, better communication and leadership.

Since the pandemic a big transition has taken place. The gap between the leads and juniors is expanding. Their approaches and willingness to give everything to the craft is not what it once was. And the leads are feeling the squeeze.

This squeeze and state of discomfort and potential resentment isn’t going away. It’s growing.

The question becomes: what are you going to do about it?