Whether working with teams or with individuals, Bright Side uses a systemic approach to coaching and leadership development.  Systemic thinking and practice enables individuals and groups to place themselves in the wider context and networks of relationships to which they belong both inside and outside the workplace.

We also work from the premise that the senior executives with whom we develop ongoing relationships already know how to do their jobs exceptionally well.   So what can Bright Side add that makes a difference?

The focus of our coaching is to increase the awareness of what already works well for a client, their team and their company: to help leaders fully realise the value they add to their organisations and to stretch them to achieve even more - in a way that adds meaning and purpose to them, personally and professionally.

There are three basic rules from which we operate:

1. If it isn’t broken, DON’T FIX IT.
2. Once you know what works, DO MORE OF IT.
3. If it doesn’t work, then don’t keep doing it, DO SOMETHING DIFFERENT.

Our approach has been described as 'highly creative, exceptionally caring and thoroughly commercial'.

Helping clients to understand ‘the difference that makes a difference’ in their leadership style – how they influence and shape the opinions of those with whom they live and work, as well as their clients or customers – is the central role of a coach.

Effective coaching also connects individuals and teams into the diverse and often complex networks of which they are a part in their own organisations as well as in the regional, national or global communities which they serve.

Bright Side coaching is based upon systemic thinking & practice, that is, to help clients position themselves in the wider web of the system(s) of which they are a part, rather than to think and work in isolation.  Learning is a psychological process – it is people who learn, organisations, as such, do not.

So if you want to trigger change in an organisation, or introduce a whole systems approach to change, you start with individual change and then let it ripple out into the web of relationships which create - and hold together - the overall system.

One to one coaching conversations offer the opportunity to take a step back by adopting a “balcony position”, to reflect and make some observations about day to day operational practices, as well as taking a longer term strategic view, and then go back out into the organisation and take specific actions to improve personal and team performance.

Coaching normally takes place monthly for up to one and a half/two hours (depending upon the wishes of the client and Bright Side’s assessment of what is required).