It can take up to four years before we adjust fully to a significant transition, even one as apparently routine as a job change.

The first stage he called "unfreezing". In the second stage the change occurs. This is typically a period of confusion and transition. The third and final stage he called "freezing".

Profiling can help build a balanced and effective board.

Business coaching is focused on the success of the business and is likely to include a mixture of short and long term objectives

Top teams include chief executives, managing directors, whole boards of directors, heads of departments . . . Teams are built, and when individuals leave, or teams disperse, they grieve.

Executive coaching for directors is facilitative one-to-one coaching to help individual directors address specific professional development issues or to assist them in taking on a new role.

The features of modern organisations. Flatter organisational structures, broader management roles and lower job security have also been contributing factors to the growth of coaching.

Coaching is an integral part of the new performance-led culture of continuous development, with widespread application.

Coaching can take place face to face, both one to one and in small groups, or it can be delivered at a distance by telephone, Skype, Zoom, email or instant messaging.

One to one performance coaching is the way for both organisations and individuals to significantly impact the bottom line

Coaching at the top is cost effective and rapid – acting at the point of maximum leverage, where it can generate change and cascade behaviours through the organisation.

There is a story about a group o f students from Harvard Business School who visited NASA at Houston in the 1960s to learn about the application of vision, mission and values in space.

Gerald Ratner, National Power and Tim Martin make damaging statements with serious consequences