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Power2Progress

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Power2Progress

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Join other Professionals and organisations on a Journey of Self-discovery allowing Positive PROGRESS further than ever thought possible! Happy to help!

🌍17+ years as an executive coach, empowering leaders and their teams from within.
🔑Unlocking harmony, joy & peak performance
🌟Trusted by Panasonic, Miele, & Avon Say goodbye to a lifetime of Lethargy, Burnout and Procrastination and hello to Progress, Success and Serious Fulfilment! Whether you are an organisation looking for successful positive change that sticks, with wellbeing of your teams high on the agenda or an individual looking to Step up in your role/or Step Out of the corporate world and do something completely different. Either way this is for you! Or maybe you’re looking for some Counselling or Therapy to get through difficult times!

30/10/2026

Today is my birthday, and I'm celebrating it a little differently this year! 🥳

Usually, I'd be spending it with family and friends. But this year, I'm thousands of miles from home, doing something very special instead.

I'm in the Himalayas, where I've also been spending time with Go Dharmic, the charity I volunteer with back home.

So I asked if I could spend my birthday helping feed the children they support here.

Little did I know, they had a surprise planned for me too!

The children sang Happy Birthday to me and Mita, and we all shared some cake.

Seeing the love in their eyes and feeling the love of the whole group felt like pure bliss.

Go Dharmic's motto is "Love All, Feed All, Serve All", and I've felt the meaning of those words throughout this week.

Everyone here has made me feel so welcome and cared for, surrounded by love.

I couldn't have wished for a more unforgettable birthday. ❤️

26/10/2026

I used to think my work had separate parts.

Now I see the same pressure showing up in different places.

I might be working with a leader one day, a team another day, and a couple later that week.

On paper, those can look like very different conversations. But the pressure underneath them often has a familiar shape.

They’ve been holding onto too much for too long.

And somewhere along the way, it starts changing how they show up with the people around them.

A leader might feel calm on the outside, but inside they’re exhausted from carrying everyone.

A team might look functional, but the tension is sitting just under the surface.

A couple might still be talking, but not really reaching each other.

That’s why my work feels more joined up to me now.

The setting changes. The people change.
But so often, the work begins in the same place.

Slowing down enough to see what pressure has been doing.

Because once you can see the pattern, you have more choice in what happens next.

That is the work I do with leaders, teams, and couples. Creating the space to slow things down enough that the pattern becomes clearer, and the next conversation feels possible.

If that feels close to where you are, send me a message. We can start with a conversation.

21/10/2026

“Not good enough” has been a familiar phrase in my life. But a book I read recently made me question how much I'd come to believe it.

The 7 Laws of Enough talks about being enough, having enough and doing enough.

It got me thinking about how much pressure I've put on myself to do more and get things right.

Lately, I've been reminding myself that I am enough.
It’s one of the things I repeat when I meditate.

And I've noticed a change.

I feel more relaxed about my work, more accepting of where I am, and more comfortable saying what I think, even when someone disagrees.

Of course, I've still got ambitions and things I want to achieve.

But I’m learning to appreciate what I already have, without putting so much pressure on myself to do more.

14/10/2026

“Can you try to keep an open mind?”

If I heard you ask this, I’d pay close attention to this:

What happens if your team member listens, understands and still disagrees? Would you still see them as open-minded?

You may want them to hear what you’re saying.
They may do exactly that and still disagree.

What often matters then is whether you can keep an open mind too.

When I help leaders prepare for conversations like this, we think through what they want to say and what they may find difficult to hear in return.

If you need help with a difficult conversation or something affecting the relationships within your team, feel free to send me a message.

P.S. What do you hear when someone asks you to “keep an open mind”?

12/10/2026

I once worked with a leader who had no problem being direct.

But the problem was what happened after he spoke.

If something needed saying, he said it.

He could be very judgemental and get too involved in how other people did things.

So his team often looked to him for answers instead of working things out for themselves.

I asked him to complete a Functional Fluency questionnaire, which looks at how you behave with other people.

His results gave us another way to look at what I was already seeing: how judgemental he could be about the way other people did things.

I challenged him on that, and we looked at how it was affecting his team.

He wanted his team to take more ownership, but how often he stepped in made that harder.

Once he saw that, he became more thoughtful about when to step in and when to give his team room to work things out themselves.

And the same thing can happen in the way you lead.

The more thinking you do for other people, the less they have to do for themselves.

So if you want your team to take more ownership, where might you need to give them a little more room?

P.S. If you’re dealing with situations like this, feel free to send me a message. We can look at what’s getting in the way and what could help your team take more ownership.

09/10/2026

You sent a message to everyone, and nobody replied.

But did they know you were waiting for a response?

I’ve seen this happen many times in leadership teams.

A message goes out to the whole group,
and you wait for someone to come back to you.

When nobody does, it can feel like one more thing you’ve been left to sort out.

Meanwhile, each person reading it may have assumed somebody else would reply, or not realised you needed an answer at all.

So you feel ignored, while they carry on with no idea anything’s wrong.

After a while, it can start to feel as though people won’t take responsibility unless you chase them.

I’m not saying you shouldn’t feel frustrated.
If you’re always chasing people for a response, of course you should talk about it.

But before deciding that’s what’s happening, I’d ask:

Did they know you wanted a reply?
And did anyone know who was meant to respond?

P.S. I often help leadership teams slow moments like this down and talk about what's being assumed. If unanswered messages and unclear ownership are creating frustration in your team, you’re always welcome to message me.

07/10/2026

We’ve made it easier than ever to contact each other.

But somehow, having a real conversation can feel harder.

I notice this a lot.
Especially with some of the younger professionals I meet.

They’re constantly in touch.
Answering emails, sharing updates, sending quick messages throughout the day.

And I get why.
It’s quick and convenient.

But what intrigues me here is what happens when there’s no time to edit your reply first.

Picking up the phone can suddenly feel awkward.
Walking into a room can take a little more courage.
Even a pause can feel uncomfortable.

In a real conversation, you have to respond in the moment.

You’re listening to their tone.
Watching their face.
Working out what they mean when their words and expressions don’t quite match.

And sometimes, you have to sit with an awkward moment instead of having time to work out a perfect response.

That’s part of how we learn to relate to people.
It’s how confidence in conversation grows too.

So I do wonder whether, in making communication quicker and easier, we’ve also made real conversations feel more unfamiliar than they used to.

05/10/2026

When a leader says, “We need this sorted quickly,” I often find myself wondering what made it feel urgent now.

Usually, something’s happened, and they feel they can’t leave it any longer.

And once we start talking, I often ask,
“When did you first notice something wasn’t right?”

Quite often, they realise they’d noticed something much earlier.
They just didn’t think they needed to deal with it there and then.

So we go back and look at what happened in between.
We can start understanding why they noticed it weeks or months ago, but now feel they need to deal with it straight away.

And it just so happens that that’s a big part of the work I do with senior leaders and teams.

If there’s something in your team you’ve known about for a while but now need to deal with, you’re always welcome to message me.

02/10/2026

There’s a lonely kind of independence that can come with seniority.

I’ve seen it in leaders who’ve stepped into new roles and stopped asking the questions they needed answered.

They believe their position means they should already understand all the people, expectations and decisions around them.

So they watch, listen and try to work everything out alone.

From the outside, that silence can look like confidence.
For the leader, every question they hold back adds more pressure.

A question I often ask leaders in this position is: “If you haven’t done this before, how could you already know exactly what’s expected?”

It helps them recognise the expectation they’ve placed on themselves to unerstand a new environment from day one.

Over the past 18 years, I’ve seen that expectation hold many capable leaders back.

When they work with me, I help them find a way to ask for the context and support they need without feeling less capable for needing it.

P.S.

If the way you lead or work with your team feels harder than it should, feel free to send me a message.

I can help you understand why it keeps happening and what needs to change.

30/09/2026

A client once described their life to me as “entirely operational.”

And it concerned me how normal that had become for them.

They were working well, handling their responsibilities and getting through what was required of them.

But when we started talking about how their life felt, there was a clear tension beneath it all.

They’d become so used to doing what needed to be done that they hadn’t noticed how disconnected they’d started feeling from their life.

Through working together, I helped them recognise how much of their life had become about simply doing what was expected of them.

And once they could see that, they had something they didn’t have before.

A choice.

They could start questioning whether this was how they wanted to keep living, and what they wanted to change.

And all of that is often hard to spot when your life feels like it’s working just fine.

Having someone help you think through and question how you’re operating can bring things into view that you may not have noticed by yourself.

It’s one of the reasons I’m so passionate about coaching.

P.S. Has your life ever started to feel a bit too operational?

Address

19 Thorburn Road
Northampton
NN33DA

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

07976 268838

Website

http://www.power2progress.co.uk/

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