After a successful first cohort on the Postgraduate Certificate for Coaching and Mentoring for Leadership in Organisations in 2019, Save the Children has launched another cohort for their Senior Leadership Team. In addition to building up the senior humanitarian leadership behaviours, Save the Children hopes to build up a pool of humanitarian coaches and mentors who are able to:
- Strengthen national/local leadership through coaching and/or mentoring
- Increase the effectiveness of knowledge transfer in an emergency response through a mentoring coaching hybrid approach
- Create a ‘coaching culture’ in order to grow and nurture talent in order to deliver key results, strengthen leadership capacities, increase retention and deepen engagement
We are now hurtling towards Spring, the earth is telling us so, the weather, the flowers, the mornings are easier. The yoga classes have settled down to their more normal levels from the January upsurge. At the end of one of the early morning yoga classes last week, one of the students said, ‘I have to run, I am chasing an overseas client, the competition has quoted for the work I am hoping for.’ 
Have you recently gained a promotion at work? Or are you striving to take the next step in your career? Whatever it may be, making the transition into a leadership role is definitely a great achievement. It’s one you should be excited about.
It’s January, my inbox is full of ‘Goal setting’, ‘Intention setting’, ‘Starting 2019 with some sort of lofty resolution’. 2019: make a list of 19 goals. Join us on a 40km or 80km challenge. Linking to Apps with no direct social interaction. I am exhausted looking at it!
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 
The key players are the senior executive and the coach. However, executive coaching does not occur in a vacuum. There are a number of stakeholders involved in the executive coaching process — the executive’s leader, peers, reports, Human Resources — but the real focus is on the relationship between the coach and the individual executive.