AI-generated image: Anne Kristine Arbon using ChatGPT (OpenAI), 2026. Oil-painting-style illustration of a woman facing a locked cupboard overflowing with papers in a damaged organisational setting, symbolising pain that an organisation has tried to contain rather than address.
We already talk about stress, burnout, wellbeing and resilience. Do we really need another term? Someone may not simply be exhausted by the amount of work. They may have been asked to act against their values, prevented from doing what they believe is right, or left to witness harm they could not stop? Sometimes the organisation they trusted has betrayed the very values it asked them to uphold? That is different. It may look like stress or burnout from the outside, but the damage can reach further: into conscience, identity and trust. This is where the idea of moral injury helps. Continue reading
We are overtly expanding our free Continuing Professional Development (CPD) to target both coaches and mentors. We have many coaches graduating from our 
We are so proud that we have a flourishing community of mentors (and coaches) who join us for our regular continuing professional development sessions. These sessions are free-of-charge and part of our philosophy of developing mentors — especially those who have been through 
This spring, join recent graduates of our 
After more than twenty years in coaching and mentoring, there’s one thing that’s never changed for us: a belief that business has to be about more than just profit. It’s about people; about leaving the world better than we found it. That’s why today, we’re incredibly proud to share that Coach Mentoring Ltd. is taking a bold new step and becoming a Social Enterprise. 
Elaine, like many, didn’t start her career intending to become a coach. But an early experience working with a coach left her fascinated by its power to transform thinking. “It wasn’t earth-shattering, but it opened my eyes. Someone simply listened to me and gently challenged my thinking in a way I hadn’t experienced before,” Elaine recalls.
A guiding hand: “If you had told me when I started this role 18 months ago, that I would be confidently doing what I am doing now in a year or so’s time, I wouldn’t have believed you. I did not think I had the necessary capability. Thank you for believing in me and supporting me, from the person I was then, to the one I am now”.
School leaders have a heavy workload, a myriad of tasks, duties and responsibilities. With that workload comes a whole host of challenges and barriers that get in the way of effective performance. Leadership development coaching is an effective counterpoint to support school staff towards growth and development.
In the last two decades, many employers have shown enthusiastic commitment to gender diversity. Women have made enormous strides in being able to compete on the same playing field as men at work. This is where initiatives such as mentoring and sponsor programmes have been really successful in helping erode this gender imbalance and create more gender equity. Gender equity means fairness of treatment for women and men, according to their respective needs. All the research strongly confirms this as being an important factor in developing more women leaders. So let us consider:
A collaboration with