2. Aspecture Coaching Plus One-to-One Executive Coaching Onboarding Continuation Breakthrough Team Building Coaching Culture Cross Cultural Coaching Custom Built Programmes E-Learning Outsource Coaching Programmes Measurement Tools & Programmes Novations Talent Management Inc. Psychometrics & EQ Profiles Wellness Profiling 360 Degree Feedback Cultural Audit Questionnaire Learning Styles Questionnaire Talent Development Talent Coaching Talent Orientation Contributing Through Others

4. Where Does Coaching Fit in the Change Process? Process/Procedural Change The ‘Hard Wiring’ of the Change Process Personal Change The Key. Cultural Change does not occur unless people change Cultural Change Creating an Organisational culture to embrace Change

5. Change Management; Process or Culture Driven? What you see in terms of ‘hard wiring’ – process/procedural change What remains largely unseen – cultural & personal change Competency Frameworks. Systems Measurements. Appraisal Documents. Role Descriptions. SMART Objectives. Calendar Events Day to day communication. Inspiring role models. Committed leaders. Follow up. Leadership standards. ‘Quality Conversations’. Confronting difficult issues. Feedback & praise. Support & trust.

6. Psychological Readiness in Leadership and Management Performance: PERFORMANCE = Preparation + Technical + Psychological Readiness Skills (adapted from Butler, 1996) PSYCHOLOGICAL READINESS PREPARATION TECHNICAL SKILLS Sales Skills Product Knowledge Experience Self-awareness Emotions Motivation Thinking Beliefs Focus Coping with pressure Self-belief Mental tactics/strategies Physiological responses Communication Skills

9. Some of Our Clients

13. Why Me? ‘ Malcolm is the man I turn to when all others have failed or where the development need or change in behaviour required is more fundamental - more than just a bit of self awareness or the development of a wider range of influencing styles. Malcolm is there for when you want people "moved" in a way which unfreezes their behaviour and then resets them on a completely different and much more helpful course. His approach is able to tackle unhelpful behaviours in people that have been blocking that individual for years . He seems to be able to come in at a different angle to others who call themselves coaches and I have seen him alter people in a hard wiring rather than intellectual way. People are used to the concept of coaching these days, and to playing the game. Malcolm gets to the fundamentals quickly and achieves meaningful change. That's why I like him.’ Robin Mills: Human Resources Director, Compass Group UK PLC