In this episode of Coach Class, I'm joined by Phil Myerscough — a Lancashire-born digital and e-commerce consultant, music producer, and founder of Bradford Digital — to explore how careers are really built: through curiosity, community, and the courage to ask for help.

Phil traces his journey from growing up in Lancashire to moving to London at 18, where he studied music technology, worked in recording studios, and immersed himself in the creative energy of the 1990s. Those early experiences — from wiring synths to adapting to rapidly changing technology — laid the foundations for his later approach to digital work: fundamentals first, tools second.

A pivotal chapter of the conversation centres on Richer Sounds, where Phil walked in looking for a job to pay the rent and ended up running the website. At a time when e-commerce barely existed, Richer Sounds taught him enduring principles of customer service, trust, accountability, and shared responsibility — lessons he still draws on today. From early marketing emails that accidentally took the website down to learning restraint and judgement, Phil’s digital education was firmly “learning by doing.”

Phil reflects on his move to Bradford at 26, joining catalogue-led retailers as they began their shift online. Across roles at Redcats, Damart, Kaleidoscope and luxury brand N.Peal, he helped teams move from catalogue thinking to a true retail mindset — treating websites as shop windows and focusing on merchandising fundamentals long before AI and automation entered the conversation.

Nine years ago, Phil made the leap into self-employment, initially planning just “12 days of work” — a plan that quietly turned into a long-term consultancy. He speaks candidly about the recurring anxieties of freelance life, the annual moments of doubt, and the realisation that resilience often means simply keeping going.

A major focus of the episode is Bradford Digital, which Phil founded in October 2023 after years of attending digital events in other cities and asking a simple question: why not Bradford? What began as an experiment quickly drew 50 people to the first event, growing into a thriving community with hundreds of attendees, dozens of speakers, and a reputation for being open, practical, and welcoming.

Phil explains how Bradford Digital is intentionally different: no hierarchy, no corporate gloss, and a strong emphasis on culture and community alongside commerce. The meetups have helped reframe perceptions of Bradford, bringing visitors into the city and giving locals confidence in the talent around them.

The conversation also touches on a difficult period earlier this year when Phil’s consultancy faced real financial pressure. He shares how asking for help — openly and honestly — became a turning point, unlocking support, new work, and renewed perspective. For Phil, this experience reinforced a powerful lesson: asking for help isn’t weakness, it’s leadership.

Looking ahead, Phil outlines ambitious plans to scale Bradford Digital into a city-wide digital festival, aligned with UK Tech Week and building toward a larger annual moment that brings together universities, businesses, the council, and community organisations. While the vision is bold, Phil is clear that his role isn’t to be the hero — but the host and catalyst.

The episode closes with a reflection on impact: cities aren’t transformed by strategies or slogans, but by people who quietly connect others, show up consistently, and care deeply about place.

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In this episode, I caught up with my old Asda colleague Leanne Mallory, who’s now Head of Product Practice at the Co-op. It was brilliant to reconnect — not least because she still remembers some advice I gave her over a decade ago about turning off her devices… and still tries to follow it.

We talked about those early Asda days when digital marketing, e-commerce, and retail media were just starting to collide. Leanne described how that culture of experimentation and collaboration taught her the value of empowerment — giving teams the space to try things, learn fast, and lead from where they are. She said the best leaders are the ones who clear a path and trust their teams to get on with it.

Leanne also shared how she’s evolved from being a hands-on product lead to shaping a whole product practice at the Co-op — a business that, in her words, “balances commercial thinking with a genuine social conscience.” Her focus now is on developing people, creating consistency across teams, and making sure product managers have the skills and confidence to do their best work.

We explored how technology has changed over the years — from the days when buying a £700 climbing frame on a mobile phone felt unthinkable, to today’s mobile-first world. Yet, as Leanne pointed out, the fundamentals haven’t changed: it’s still about spending time with customers, understanding their real needs, and not chasing shiny tech for the sake of it.

She talked honestly about the transition from doing to leading — admitting she still misses being close to the action but has learned to take satisfaction in helping others succeed. A coaching qualification helped her shift from giving answers to asking better questions, something she sees as vital for modern leadership.

One of my favourite moments came when she reflected on career advice that stuck with her: your career is built on what you say no to, not what you say yes to. It’s a reminder that focus matters — at work and at home.

Leanne’s warmth, self-awareness, and humour shine through in this conversation. We covered leadership, empowerment, technology, balance, and that eternal challenge of switching off and not constantly checking notifications — but as Leanne’s current boss wisely says, “If it’s really urgent, we’ll phone you.”

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In this episode of Coach Class, I’m joined by Ray McCaughan, a seasoned nurse and founder of Horizon Health Clinics in Skipton. With over 25 years’ experience in acute care, chronic care, and forensic mental health, Ray shares how a ride-along with his paramedic uncle in the 1980s led him from HM Treasury to a lifelong commitment to healthcare.

We explore:

• Why root causes matter more than surface symptoms in healthcare.
• How lifestyle medicine can empower people to take control of their health — physically, mentally, and emotionally.
• Ray’s innovative collaboration with two colleagues combines a "nurse, chef, and Marine" , bringing holistic health advice into workplaces through practical, actionable strategies.
• The power of small, sustained changes over sweeping resolutions.
• How walking and talking, active listening, and stoic philosophy all play a role in healing.
• Why purpose, meaning, and mindset are vital for both personal health and effective leadership.

Ray also talks about measuring success through tools like stress and wellbeing scores, and shares one case where a client’s stress level dropped from 46 to 20 in just eight weeks.

This conversation is full of insights for leaders, coaches, and anyone interested in how healthcare — and life — can be more human, more compassionate, and more sustainable.

☕ Plus: a shoutout to Skipton coffee, walking in the Dales, and why sometimes doing nothing is the healthiest choice of all.

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In this episode of Coach Class, I sat down with Kevin Gratton, whose journey through some of the most intense kitchens in the world has shaped him into a reflective, generous leader and mentor in the hospitality industry. From working under Marco Pierre White to launching his own consultancy—Samphire and Sage—Kevin’s career is rich with insight, grit, and transformation.

Key Themes:

Learning in High-Pressure Environments

Kevin talks candidly about his early days in Marco Pierre White’s brigade, the pressure-cooker environment, and what it taught him about resilience and standards.

The Shift to Leadership

We explore the tough emotional terrain of moving from being part of the team to leading it—and how this transition forced him to reevaluate how he motivated others.

Space to Reflect

A three-year stint in the Cayman Islands gave Kevin time to reset, learn a new leadership style, and put empathy and compassion at the heart of his approach.
Starting Samphire and Sage

Now focused on mentoring and menu development, Kevin’s consultancy is rooted in 30+ years of experience—but built to serve people, not just systems.
Attitude over Aptitude

Kevin shares the philosophy that skills can be taught—but attitude, empathy, and social awareness are what create lasting success in teams.

Leading on Your Own Terms

He reflects on the power of long-term relationships, trusting your own values, and the importance of leading in a way that aligns with who you are.

💡 Takeaways for Leaders & Coaches
Kevin’s experience offers important reminders for leaders far beyond the hospitality sector:

• Culture matters more than command: Leadership that relies on intimidation may deliver short-term results, but sustainable success comes from empathy, clarity, and values-based culture.
• Transitions are hard—and worth attention: Moving into leadership roles without support can perpetuate unhealthy habits. Coaching and mentoring are essential during these phases.
• Reflection fuels growth: Kevin’s transformation came not in the heat of service, but during quieter moments of reflection—something corporate leaders would do well to schedule for themselves.
• Skills get you in the door—attitude keeps you there: That 51/49 rule (attitude vs. aptitude) is as true in the boardroom as it is in the kitchen.

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In this episode of Coach Class, I caught up with Gail Paddy, a seasoned leader in the UK grocery industry with over 30 years' experience at Asda and Morrisons. Gail discusses product development, own-brand strategy, food education, and career transitions, along with her new role in coaching and consulting.

Key Themes & Insights

1️⃣ Passion for Food & Early Career Aspirations

• Gail’s love for food started at 15 when she fought to study A-level Home Economics, despite resistance from her school.
• She pursued a Food Science degree, often having to clarify it wasn’t just about “baking crumbles and cakes.”
• Her retail journey began at Sainsbury’s, leading to a 32-year career in food retailing.

💬 "I fell in love with retail. You either love it or you don’t."

2️⃣ Leadership in the UK Grocery Sector

• She started out focusing on private label, category management, and innovation.
• A health scare prompted her to take on a new challenge at Morrisons, where she built a team from scratch.

💬 "A health scare makes you rethink everything. This was an opportunity I couldn't pass up."

3️⃣ The Reality of Retail & Customer Impact

• Retail is demanding and fast-paced, requiring deep emotional investment.

💬 "Decisions in retail have a real impact on people’s lives."

4️⃣ Transition to Coaching & Consulting

• After leaving corporate retail, Gail trained as a Barefoot coach, learning to listen deeply rather than just responding.
• Now a consultant and mentor, she helps individuals and businesses refine strategies and leadership skills.

💬 "Retail teaches you to listen to respond. Coaching teaches you to listen to understand."

5️⃣ Supporting Women in Leadership & Work-Life Balance

• Passionate about mentoring women in food retail, focusing on confidence, resilience, and assertiveness.
• Works with Fearless Foodies, supporting women to find their voice in the industry.

💬 "I want to help women feel empowered to be their authentic selves in leadership."

6️⃣ Giving Back – Food Poverty & Education

• On the advisory board for Rethink Food, which promotes food education and poverty alleviation (N.B. I interviewed Nathan and Kevin from Rethink Food last August)
• Gail encourages professionals in transition to leverage their networks, such as Asda Underworld, for support.

💬 "There is life outside corporate retail—you just need to find the right path."

Final Thoughts

Gail’s career highlights passion, resilience, and adaptability. From grocery innovation to mentoring future leaders, she continues to make an impact.

🎙️ Want to connect with Gail? Find her on LinkedIn under Food for Thought Coaching & Consulting.

It's a must-listen for anyone in retail, leadership, or career transitions! 🚀

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Jo Reeves is a highly experienced personal and business coach — armed with an impressive coaching resume, a knack for making big topics feel totally relatable, and the occasional well-placed “bab” (because you can take the girl out of Birmingham, but you can’t take Birmingham out of the girl).

With a passion for helping people build confidence and self-belief, Jo has led multiple transformational programmes. Whether she’s coaching high-flyers, working parents, or people at a crossroads, her holistic and collaborative approach helps them navigate change without losing themselves in the process.

In this week's podcast:

• Journey into Coaching

Jo’s background in the voluntary and charity sector, particularly in substance misuse, addiction recovery, and supporting high-risk women, has profoundly shaped her coaching philosophy. She has worked in probation offices, homeless hostels, and prisons, gaining firsthand experience in guiding people through profound life changes. 

• Women’s Development & Self-Belief

Jo is particularly passionate about coaching women and working parents, helping them navigate challenges such as burnout and self-confidence. She highlights the paradox faced by working parents—expected to perform at work as if they don’t have children while being fully present in their child’s life as if they don’t have a job. 

• Burnout, Grief & Change

As a coach, Jo works with professional coaches to better understand and prevent burnout, collaborating with Jayne Morris in this field. She also emphasizes how grief is present in every coaching journey—not just related to bereavement but also to loss of identity, redundancy, or life transitions. “Every change brings around a loss of some sort, whether that’s a change you instigate or a change that’s been enforced upon you.”

• Focus and Flourish Retreat

Jo, alongside Jayne Morris, Kelly Quinn, John Fleming, and Ros Coleman, is co-leading a coaching retreat designed for coaches, change-makers, and empaths. Set in a 250-acre nature reserve, the Focus and Flourish Retreat provides an immersive experience for reflection, realignment, and self-care. “When like-minded people get together, magic happens.”

• Tribe & Belonging

Jo and Dom discuss the importance of finding a supportive tribe in coaching and personal growth. Dom reflects on his experiences from Barefoot Coaching training, emphasising how deep connections can form in coaching communities. “There’s so many ills of modern society where people just haven’t got a tribe.”

• Honouring Endings & Change

Jo speaks about the power of acknowledging endings—whether in work, relationships, or personal transitions. She highlights how organisations should handle redundancies with dignity, drawing parallels to sports teams that honour former players. “Honouring an ending gives us an opportunity to clear the clutter for fresh beginnings.”

To connect with Jo, visit her website or find her on LinkedIn. She also invites those interested in the Focus and Flourish Retreat to check out Balanceology for details. Or as Jo says: “I’m always up for a cuppa and a chat.”

Thanks bab :)

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In this episode I speak with Sarah Ramsey (Trustee) and Gareth Pierce (CEO) of Forget Me Not Hospice. While the conversation is centred on children’s hospice care, it also offers leadership insights into motivation, culture, and values—core themes that resonate across business, charity, and personal growth.

1. Purpose-Driven Leadership & Motivation

Both Sarah and Gareth transitioned from corporate careers into the hospice sector, driven by a desire to make a meaningful impact. Gareth describes how every decision, conversation, and meeting is directly linked to helping children and families—a powerful daily motivator unlike anything in corporate roles.
The hospice operates with a "live well" philosophy, ensuring children and their families experience joy and support, not just end-of-life care.

Leadership takeaway: Clarity of purpose fuels motivation—whether in business or non-profit, leaders thrive when they see the direct impact of their work.

2. Building an Authentic Culture

Forget Me Not Hospice is described as a home, not a hospice—its environment, care philosophy, and team ethos embody warmth, family, and support.
The hospice’s values—Caring, Courageous, Positive, Pioneering, and Genuine—are not just words but lived daily. This is evident in staff engagement, family care, and visible signs of culture throughout the building.

Leadership takeaway: Culture is reinforced by actions, not slogans—organisations must embed values in daily work, physical spaces, and onboarding processes.

3. Leading Through Uncertainty & Financial Challenge

The hospice faces immense financial pressures, needing to raise £6 million annually, with only 10% from government funding. Despite these challenges, the team maintains a solutions-focused mindset, working with other hospices, corporate sponsors, and fundraising initiatives. Gareth stresses the importance of adaptability—balancing short-term survival with long-term advocacy for systemic funding reform.

Leadership takeaway: Resilient leadership requires both a survival mindset and a vision for the future—leaders must manage immediate pressures while keeping sight of long-term goals.

4. The Power of Collaboration & Collective Impact

Forget Me Not collaborates rather than competes with other hospices to advocate for change, share resources, and optimise costs. Unlike corporate environments where competitiveness limits collaboration, the hospice sector thrives on shared learning, open dialogue, and collective action.

Leadership takeaway: Successful leaders know when to compete and when to collaborate—building alliances, even in challenging sectors, is key to sustainability and impact.

Final Reflections – Finding Meaning in Leadership

Both guests emphasise that personal fulfilment comes from making a difference.
Sarah finds motivation in family stories, which remind her why she volunteers.
Gareth stays grounded by engaging with children and families, reigniting his passion daily.

Leadership takeaway: True leadership is not just about success; it’s about significance. When leaders align work with meaning and values, motivation and impact follow naturally.

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Owen Eastwood is a world-renowned performance coach, author of the bestselling book Belonging, and a passionate advocate for the power of connection and shared purpose. His work draws on the Māori concept of Whakapapa, emphasising the importance of understanding our place within a lineage and creating environments where individuals feel they truly belong.

Owen has worked with some of the world’s most elite teams—from the English national football team to the South African cricket team, as well as military leaders and even ballet dancers. In this podcast we explore how his unique approach helps teams unlock their potential and what we can all learn about belonging, leadership, and shared values.

Owen’s Journey
Eastwood transitioned from a 15-year legal career in London to coaching elite teams, starting accidentally by offering advice on workplace dynamics to clients of the firm. Growing up in New Zealand, Owen faced identity challenges after his father’s early death but found connection when his grandmother's Māori tribe, who recognised him and shared his ancestral lineage. This revelation profoundly shaped his life and work philosophy.

Core Themes

• Whakapapa Philosophy: Owen explains Whakapapa as a metaphorical lineage of people holding hands from the past to the future. When the “sun shines on us,” we are responsible for guarding traditions, values, and paving the way for future generations.
• Universality of Belonging: While rooted in Māori spirituality, Eastwood notes that Whakapapa resonates universally across cultures, teams, and organisations.
• Emotion in Leadership: Performance improves when leadership connects emotionally. Owen challenges sterile corporate strategies, encouraging leaders to focus on shared stories, purpose, and legacy.

Impactful Examples

• British Olympic Team: Eastwood highlighted the need to celebrate diverse contributions in a meaningful and obvious way, representing the team’s history, fostering inclusion and pride.
• Corporate & Sports Settings: Owen’s approach includes personalised rituals, emotional connection, and shared narratives. He advocates democratising practices like well-being check-ins, typically reserved for elite athletes, for all workers.

Leadership Insights

• Rituals & Identity: Simple rituals like daily mood checks or sharing team origin stories deepen connections and build trust.
• Transitions & Belonging: Successful on-boarding and off-boarding hinge on rituals that honour contributions and maintain a sense of community.
• Long-Term Legacy: Owen works to integrate future planning for team members, such as skill-building for post-career transitions.

Closing Reflections
The episode concludes with Owen’s call for leaders to embrace Whakapapa-inspired values, creating environments of belonging and shared accountability. 

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In this episode of Coach Class, I sit down with Leah Spears, Head of Brand at Paddy Power, to discuss her career journey and the lessons she’s gathered along the way. 

With over 20 years of experience, Leah shares how her childhood dream of working in television transformed into a passion for marketing, eventually leading her to roles at Brazen PR, a long tenure at Asda, where she embraced an entrepreneurial culture that encouraged creativity and risk-taking.

Leah reflects on her time at Asda as “more than a job…a second home,” where she learned from inspirational leaders like Rick Bendel and Judith McKenna and adopted a “never ask for permission, always ask for forgiveness” approach that shaped her professional outlook. She also highlights the significance of female leadership, particularly under her current Marketing MD, Michelle Spillane, and the impact it’s had on her understanding of leadership and its role in empowering others.

In a candid discussion on work-life balance, Leah acknowledges the challenges of balancing a high-profile career with personal life, particularly as today’s culture places a higher value on mental well-being and boundaries than it did in earlier years. She shares how evolving attitudes toward work-life balance allow professionals to thrive without sacrificing their personal lives: “Everyone’s just trying to do their best…you have to give them credit where credit’s due for all facets of their life.”

Leah’s advice to young professionals includes invaluable insights on resilience, grit, and blocking out negativity. She stresses the importance of “being a student” of one’s industry, soaking up as much knowledge as possible, and staying motivated through setbacks: “Don’t listen to any negativity…anyone can do anything that they put their mind to. Stick at it because it’s always going to be tough.”

Finally, Leah reveals her dream of someday working in the film industry, sharing her ongoing curiosity and drive for new experiences. For those with a passion to explore new paths, she recommends “manifesting” their goals with an open mind, optimism, and resilience: “Sometimes you might be shy and sometimes you might not have all of the opportunities…but if you just keep pushing, believe in it, and try your hardest, then things happen in a good way.”

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In this episode of Coach Class I'm thrilled to be joined by James Sills, a freelance choir leader, vocal coach, and author of the inspiring book Do Sing. In his work, James advocates for the transformative power of singing, not only as a form of creative expression but as a remedy to the stresses of modern life. 

His book encourages readers to overcome their inhibitions, find their voice, and experience the joy of singing—whether alone or as part of a community. 

In the conversation we dive into his journey, the benefits of singing for health and wellbeing, and how you too can reawaken a love for singing.

James discusses his early musical experiences, his transition from being a classroom music teacher to a full-time vocal facilitator in 2017, and the importance of singing in fostering community, joy, and well-being.

He emphasises that group singing is more than just producing sounds; it creates a sense of belonging, connection, and mental well-being, serving as a remedy to the stresses of modern life. He speaks about his various projects, including community choirs, workplace choirs, and his online singing community, "The Sofa Singers," which he launched during the pandemic and continues to grow.

He reflects on the barriers people often face when it comes to singing, such as societal perceptions about needing a "good voice," and his efforts to make singing accessible and enjoyable for everyone. I also share my own experiences of being hesitant to sing publicly but finding joy in participating in communal singing experiences. Together, we discuss the powerful role that singing plays in breaking down the barriers between performers and audiences, fostering human connection, and improving mental health.

The conversation also touches on James' experience training as a coach with Barefoot Coaching, which has influenced his work and approach to group dynamics, leadership, and connection through singing.

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In this episode of the Coach Class I chat with Dr. Bob Gomersall, a prominent entrepreneur, founder of Surpass Assessment, and chairman of Advanced Digital Innovations. Bob takes us through his fascinating journey, starting from his early days as a physics teacher to becoming a successful business leader, and now an author. His reflections provide valuable lessons on innovation, entrepreneurship, and the importance of finding purpose in work and life.

Bob begins by sharing his passion for physics and how it shaped his early career. After studying at the Universities of Durham and Bristol, and working at the Max Planck Institute in Stuttgart, Bob initially pursued a path in academia. However, a desire for a more flexible lifestyle and a love of the outdoors led him to shift gears and transition into teaching.

As an educator, Bob was always looking for ways to bring creativity into his work, which eventually sparked his entrepreneurial ventures. He was an early adopter of technology in education, even using one of the first mini-computers at Manchester Grammar School to set up automated tests for students. This experience planted the seeds for his later ventures in digital learning.

Bob reflects on the ups and downs of starting his businesses, especially the patience required to innovate. His first entrepreneurial success came with the development of an audiometer, a project that began as a side hustle but eventually became profitable.

He also highlights how innovations often take time to find success, noting that many of his ideas initially went nowhere, but later became viable as technology and market conditions evolved.

Bob challenges the conventional notion that entrepreneurs are solely motivated by money. Instead, he believes that most entrepreneurs are driven by the desire to create something meaningful. His emphasis on creating businesses that align with personal values is central to his message in his new book.

Bob’s new book, Worthwhile Wealth: The Entrepreneur’s Guide to Success that Satisfies, is a key focus of the conversation. The book challenges traditional ideas of wealth and success, encouraging entrepreneurs to think beyond financial gain and focus on what truly brings fulfilment. 

Bob emphasises the importance of purpose, reflecting on how many entrepreneurs who achieve financial success still struggle to find meaning in their work. His advice is to be mindful of aligning your work with what genuinely drives you, as this will bring long-term fulfilment.

Looking ahead, Bob is particularly excited about the potential of artificial intelligence and personalised learning. He sees AI as a tool that could revolutionise education by providing tailored learning experiences similar to those offered by private tutors.

Throughout the interview, Bob’s humility and grounded perspective shine through. He speaks candidly about the challenges of entrepreneurship, the need for resilience, and the importance of staying true to what matters most. His reflections on balancing business success with personal satisfaction offer valuable insights for anyone looking to create a fulfilling career.

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In a double-header, I sit down with Nathan Atkinson and Kevin Mackay from Rethink Food, a transformative initiative dedicated to removing hunger as a barrier to learning in schools. With a focus on innovative educational approaches and community-driven solutions, Nathan and Kevin share their journey from classroom teachers to founders of a movement that addresses food insecurity and poor nutrition among young people in the UK.

Key Themes Discussed:

Hunger as a Barrier to Learning: Nathan's commitment to eliminating hunger as an obstacle for students began after witnessing firsthand the impact of food insecurity in his school. Together with Kevin Mackay, they discovered that hunger was a hidden issue affecting many students, even in affluent areas.

Innovative Educational Approaches: The Rethink Food team integrates food education into the school curriculum, transforming student perceptions and improving academic outcomes. Kevin shares a powerful story of how a failed food stall initiative evolved into a successful educational programme that changed the way students and families think about food.

Community and Volunteer Power: The success of Rethink Food relies on a strong community of volunteers and staff who are passionate about making a difference. The organisation intercepts and redistributes food, providing vital support to thousands of people each week while fostering a sense of purpose among volunteers.

Impact on Students and Families: The initiatives have had a profound impact, not only on students but also on their families. From changing attitudes towards food waste to empowering young people to question food sources, Rethink Food is creating a ripple effect of positive change.

Ongoing Challenges and Future Vision: Despite their successes, Nathan and Kevin acknowledge that the problem of hunger and poor nutrition in the UK is worsening. They discuss their future plans to continue innovating and expanding their reach, with the goal of delivering 10 million hours of learning to empower the next generation.

How to Get Involved:
Listeners can learn more about Rethink Food and access free educational resources by visiting rethinkfood.co.uk. Whether you’re a school governor, teacher, or simply someone who wants to make a difference, there are plenty of ways to support and get involved with this impactful organisation.

Location:
Rethink Food's headquarters are located in Leeds, right next to Leeds United's Elland Road. They welcome visitors who want to see their work in action or participate in corporate volunteer days.

Connect with Rethink Food:
Contact them: Here
Website: rethinkfood.co.uk
LinkedIn: Nathan Atkinson and Kevin Mackay

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In this episode of Coach Class I had the privilege of sitting down with Dave Birss — writer, educator, keynote speaker, and former creative director — to explore curiosity, creativity, and the sensible use of AI.

Key Takeaways

• From childhood curiosity to creative leadership:
  Dave traces his fascination with innovation to visiting the John Logie Baird Museum as a child. That early spark led him through careers in music, comedy, photography, and advertising before becoming a thought leader in creativity and AI.
• AI is only as good as your thinking:
  Dave created a prompting framework within weeks of ChatGPT’s launch, emphasising that the goal isn’t to use “magic words” but to get the right information out of your own head. Good prompting = good briefing. Lazy prompts, like lazy briefs, produce poor results.
• Curiosity vs. complacency:
  Dave warns that technology can degrade as much as it can uplift — pointing to the dark web and social media as examples of innovations that started with good intentions but became harmful. He fears AI could follow a similar path unless guided by human purpose and ethics.
• Human skills matter more than ever:
  At the Gen AI Academy, Dave teaches organisations to amplify autonomy, mastery, and purpose (from Dan Pink’s Drive) rather than eroding them with AI. He argues that people now manage assistants — meaning everyone must learn to brief, judge, and think critically.
• Judgement is the superpower:
  AI can start users at “adequacy,” but if we skip the struggle and learning that build neural networks, we risk losing cognitive depth. The future divide won’t be between rich and poor — it’ll be between those who augment their brains and those who outsource their thinking.
• AI projects often fail because they’re human problems, not tech problems:
  60–80% of AI projects are abandoned. The issue isn’t software — it’s leadership, strategy, and misunderstanding motivation. “Choosing the tech is easy; integrating it is the challenge.”
• Realism over hype:
  Dave rejects “futurist” labels, calling himself a realist. He believes AI’s economic bubble will burst but its workplace role will endure. His mission: help organisations harness AI sensibly — using it to amplify, not replace, human creativity.

Stand Out Quotes

• “Prompting isn’t magic — it’s briefing. And most people are terrible at briefs.”
• “AI starts you at adequacy — but you can’t grow from there.”
• “We must build humans who thrive in the age of AI, not just workers who use it.”
• “Technology has yin and yang — it can uplift or it can degrade. The choice is ours.”

Closing Thought

The episode ends on a mix of realism and optimism: it's a privilege to be able to celebrate Dave’s ability to make complex ideas relatable and it reminds me to stay curious, critical, and brave — using AI to amplify, not replace, your own thinking.

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In this episode of Coach Class, I catch up with Simon Eyles, Managing Director of Betty's. We discuss Simon’s professional journey, leadership insights, and his transition from various food industries to his current role.

Simon reflects on the overwhelming scale and energy when he joined Asda compared to his previous roles, emphasising how each position, from beer and dairy to chips and chocolate, followed his passion for food. 

He credits many mentors for shaping his leadership style, highlighting their exceptional listening skills and supportive nature. Key figures who invested time in understanding and developing his potential.

Simon underscores the importance of resilience and learning from failures, sharing experiences with unsuccessful TV ads and product launches. He emphasises that senior roles involve asking good questions rather than having all the answers. This perspective aligns with his belief in the value of mistakes as learning opportunities.

Discussing his journey into formalising his coaching skills, Simon describes a transformative 12-month course that enhanced his listening and engagement abilities. He learned to be fully present in conversations, appreciating the power of silence and reflective questioning.

Simon also highlights the significance of regular team reflections on behaviour, performance, and trust. He believes that focusing on relationships and self-awareness within teams leads to exceptional results. 

Although not actively seeking clients at the moment, Simon enjoys coaching and envisions it playing a larger role in his future, emphasising its personal satisfaction and developmental impact.

Our conversation provides valuable insights into leadership, resilience, and the importance of continuous personal and professional growth.

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Boasting over two decades of executive leadership across various sectors, Chris is now at the helm of Corkcicle, a brand known for its innovative and eco-friendly lifestyle products. Under his stewardship, Corkcicle has seen a remarkable 50% growth over the last three years,  while maintaining a sharp focus on sustainability.

Previously, as a senior leader at LLBean, Chris spearheaded a team of over 2,000, driving significant advancements across e-commerce and retail channels, both domestically and internationally. His expertise in global retail, strategic marketing, e-commerce, and international business is matched by an inspiring leadership style that fosters unity, innovation, and growth.

Known for a collaborative communication approach, he has a unique ability to engage teams, encourage partnership, and drive significant organisational change.

Throughout the conversation, we explore several critical themes that will resonate deeply with professional coaches, mentors, and leaders striving to make a meaningful impact.

The Path to Authentic Leadership: Chris articulates his leadership philosophy, underlining the importance of authenticity, respect, and clarity. His approach to leadership emphasises empowering individuals to exceed their perceived limitations by setting clear objectives and fostering an environment of trust and respect.

The Art of Planning for Agility: Chris advocates for detailed planning not as a constraint but as a means to achieve greater agility in decision-making and adaptability in the face of unforeseen challenges.

Mentorship and Its Lasting Impact: Reflecting on his experiences, Chris highlights the profound effect that mentorship has had on his career and how he, in turn, aims to inspire and support others.

Being Present and Mindful: I share my personal revelation on the importance of being present, especially in coaching contexts. Our discussion sheds light on the transformative power of active listening and creating a supportive space for growth and discovery.

Wisdom and Reflection: We discuss the evolution of our understanding of leadership, the acquisition of wisdom, and the advice we would offer our younger selves. 

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Joy Cosgrove is a UK and Ireland based Retail Learning Consultant & Personal Coach. She has years of hands on experience in the training room and on the shop floor, and I had the pleasure of training with her at Barefoot. 

She is also the proud mum of three lovely kids, one of whom is a talented and powerful young woman. Who, as it happens has Down Syndrome.

I was struck by a post Joy shared on LinkedIn the other day - a powerful film of a young woman with Downs ordering a margarita at a bar. Take the time to watch it here.

Created by the Canadian Down Syndrome Society (CDSS) - a national non-profit organisation focused upon human rights, health, social participation, inclusive education and employment for those with Down syndrome - they describe the film by saying: 

"Our negative assumptions about people with Down syndrome can lead us to treat them in such a way that these assumptions become reality. In sociology, this is called a ‘self-fulfilling prophecy.’ Why not reverse our perspectives? If we have positive assumptions about people with Down syndrome, they will have opportunities at school, at work, in relationships, and other activities. And maybe these positive assumptions will become reality."

It really struck a chord and inspired me to spend the most amazing half hour discussing this and other assumptions we make as leaders about our people and their abilities to succeed.

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Rosie and Claire first met over a lunch where they shared their stories about belonging, culture, leadership and coaching. Their ambitions were to create cultures where people felt they didn’t have to be something they weren’t, they were confident to speak up and contribute and leaders brought out the best in their people. Toegther they founded Flying Iguana.

In this podcast we cover various topics related to leadership, team dynamics, coaching, and personal growth. Both Rosie and Claire have a wealth of experience in HR and team facilitation across different industries, including the music industry, television, banking, and sports. They delve into the importance of adapting to change, the strengths within teams, the need for self-awareness, and the benefits of effective communication.

Key points include:

• The unique backgrounds of Rosie and Claire and how their experiences inform their approach to coaching and team development.
• The significance of listening and understanding within teams to facilitate better teamwork and leadership.
• The concept of "flying iguana" as a metaphor for adaptability and change, highlighting the necessity for individuals and teams to adapt to their changing environments.
• Various challenges teams face, such as conflict, lack of self-awareness, and the need for a supportive and adaptive leadership style.
• Practical advice for leaders to improve team dynamics and achieve more effective team collaboration.

Rosie and Claire emphasise the idea that teams benefit most when they recognise and leverage each member's strengths, encouraging a culture of mutual respect and empathy. 

Effective leadership involves guiding teams through changes and challenges, rather than managing them in a directive manner. 

Our discussion underscores the value of coaching and targeted interventions to foster team effectiveness, adaptability, and overall performance.

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Professor Ralph Tench is the Director of Research for Leeds Business School and the elected President and Head of the Board of Directors for the European Public Relations Research and Education Association (EUPRERA). 

He was one of my tutors at Leeds Met back in 1994, having left the field of journalism and advertising and ventured into academia. The girls loved him, the lads loved him, everyone loved Ralph. 

In this podcast we reflect on the last 30 years (nearly), and how he helped me get my first job, was my tutor for my dissertation - and no doubt the reason I got a first for it - and now, a fairly regular beer companion. 

We cover a wide range of topics, from Ralph's personal history and experience to a broader discussion on the field of communications, education, and the impact of technology. 

Ralph shares his journey from his early education and various roles in communications and academia to his current position and interests. They discuss the importance of practical learning, the value of international experiences, and the evolving nature of the communications industry. 

The conversation also touches on the challenges and opportunities presented by technology, the importance of ethics in communication, and the need for adaptability in a rapidly changing world. Prof Tench emphasises the significance of networking, mentorship, and continuous learning throughout one's career.

Here are five key themes from our conversation that stand as guiding principles for a successful career:

1. The Power of Adaptability and Continuous Learning: Ralph emphasised the importance of adaptability in a rapidly changing world. His career trajectory, from journalism to PR, and then academia, exemplifies the need to evolve continually. "You need to be flexible within that the skill sets you require," Tench remarked, highlighting the essence of staying relevant in the ever-evolving PR landscape.
2. Practical Experience is Invaluable: Reflecting on the blend of theory and practice in our education, Tench noted, "the power, of course, was this great blend of theory and practice." This balance is crucial in PR, where understanding theoretical frameworks is as important as applying them in real-world scenarios.
3. Ethics and Responsibility: In an era where manipulation of information is easier than ever, Tench stressed the importance of ethics in communication. "Understanding what our responsibilities are in those roles as well," he said, is fundamental in ensuring that our PR practices contribute positively to society.
4. The Significance of Networking and Mentorship: My career, significantly influenced by Ralph's guidance, underscores the value of building a robust network and seeking mentorship. These relationships not only provide opportunities but also enrich our professional journey with diverse perspectives.
5. International Exposure and Cultural Sensitivity: Tench's work and experiences abroad reinforce the importance of international exposure. Understanding different cultures and global market dynamics is crucial for PR professionals in a globalised world. "It's an absolute passion of mine to get out of the restrictive, nationalistic," Tench shared, emphasising the broadened horizons that come with international experiences.

Prof. Ralph Tench's journey and insights are a testament to the dynamic and multifaceted nature of PR. 

As others navigate their paths in this field, let his experiences and wisdom guide you toward a career marked by adaptability, ethical practice, continuous learning, and a global perspective.

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In a follow up to the podcast I recorded with my dad last October, in this episode I am pleased to introduce you to 'the mother, 'Josie Burch, my mum, whose life story is a testament to resilience, compassion, and the indomitable spirit of believing in yourself. 

Our conversation is rich with personal anecdotes and pearls of wisdom, as we delve into the experiences from her upbringing in Dunmurry Northern Ireland, to her impactful work in social causes, offering invaluable insights into the essence of leading a purposeful life.

Josie's early life in a working-class family laid the foundation for her strong sense of community and responsibility. Four sisters who shared a room, didn't have much, but their upbringing instilled a profound understanding of the importance of support networks, not material possessions. She was educated by nuns, and the only girl in the village to pass her 11+ and get packed off to the convent.

We also explore my mum's contributions to social causes, notably her involvement in HIV/AIDS awareness and helping establish needle exchanges. Her commitment to this cause is powerfully conveyed and highlights the transformative power of empathy and education in combating the stigma and misinformation that existed back then.

My mum's reflections on personal resilience and self-determination are particularly striking. Faced with adversity, she maintained a steadfast belief in her ability to effect change. She felt different and special. This philosophy not only guided her through difficult times but also served as a beacon for her community work, inspiring others to take initiative in their lives and surroundings.

Throughout the podcast, my mum's musings on her life, the opportunities she had and took, but also on death and for people to be able to die with dignity, show that in spite of her age (81 this weekend) she's not given up on campaigning for what's right or having her voice heard regardless of whether you want to listen or not! 

I'd love to know what you think. 

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In this, my 50th podcast, I welcome back Steve Smith, who was my first guest on Coach class nearly three years ago. Steve shares valuable insights into leadership and life,  being your authentic self whether you're washing the car, buying a bagel or appearing on stage as the CEO of Maine's most famous brand L.L.Bean. With a break from the norm, we also take questions from Coach Class listeners who admire Steve or were positively influenced by him when he was at Asda and Walmart - like Gal who asks what his book will be about, Tope who asks about authentic leadership, and Sean who is curious about the transition from CMO to CEO.

We cover a wide variety of themes including: 

• Longevity in Leadership: Steve reflects on his eight years at L.L.Bean, emphasising the rarity of such a tenure in the retail industry (he's lasted 3X longer than the average CEO), and how each year has presented unique challenges and learning opportunities.
• Team Dynamics and Culture: Steve highlights the importance of building a team with trust, respect, and candour. He stresses the significance of each team member being the best in their field and the impact of a positive work environment on overall performance.
• Adapting to Crisis and Change: Our conversation delves into the challenges posed by COVID, US politics, climate change, and social justice issues. Steve discusses how these events have reshaped the role of leadership and required adaptability and resilience.
• Energy Management and Emotional Intelligence: Steve speaks about managing different types of energy (physical, intellectual, emotional) as a leader, especially in light of the global pandemic and societal issues. He mentions the importance of empathetically understanding and addressing team members' emotional needs.
• Authentic Leadership Principles: Transparency, empathy, and integrity are highlighted as core principles of Steve's leadership approach. He emphasises the need for authenticity, being the same person in all settings, and the importance of aligning actions with these values.
• Career Development and his 'Backpack' Analogy: Finally Steve shares his 'backpack' analogy, which involves methodically gathering skills and experiences throughout one's career and life, and the necessity of reflection in this process.

Steve's honesty and openness is refreshing. He's warm and generous, not least to me, but also to everyone seemingly he has ever met.

Finally I promised in the podcast to provide a link to his recent appearance on NPR's Wait Wait Don't Tell Me  (fast forward to 20 mins).

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Tony Page is a turnaround specialist and an expert in solving distress situations particularly for private equity-backed businesses. He is also a transformative leadership mentor and coach.

He started his career as a fresh produce buyer at Sainsbury's. But really cut his teeth at  Asda in the mid 90s and early naughties. 

In our podcast he reflects on those early days describing how Asda's culture of freedom and rule-breaking inspired him. 

"Asda just gave you that ability to break rules. And I hadn't realised how many rules I enjoy breaking". Looking back he recognises how it made him  appreciate a more dynamic and less restrictive corporate environment.

Tony emphasises the importance of being authentic in the workplace. He believes that authenticity fosters a more genuine and productive environment. He says, "Being your authentic self in work... is so important, because I think then people are going to be authentic to you".

He also shares his perspective on coaching and mentoring, differentiating between the two. While he values the coaching process, he admits to being more inclined towards mentoring for quicker results in a business context. He explains, "Mentoring just feels a bit more like you can get to the answer quicker".

We discuss how personal experiences and vulnerabilities play a crucial role in leadership and coaching. He recounts an instance with his daughter and how it influenced his understanding of patience and personal growth, "It's amazing how people, in her case, my daughter, just found her own way".

Tony is a leader who values freedom, authenticity, and practicality in his professional and personal life. His approach to leadership and mentoring is shaped by his experiences, emphasising the importance of adapting and being true to yourself.

Take a listen and let me know what you think. We could have easily talked for another hour or so, and maybe we will. There's a book in there somewhere, itching to get out. 

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Claire is the Chief People and Inclusion Officer at Co-op. Prior to the Co-op, she worked across Asda and Walmart for 23 years, setting up, establishing and leading the procurement team. As well as sharing learning and experiences with wider Walmart international markets to grow procurement support and influence, Claire also held a UK-based role leading the  US IT Sourcing team, working remotely with teams across four countries. 

Claire started her career as a factory accountant at Smith and Nephew, and shares her experiences in finance, procurement, and people management, highlighting the transitions and skills learned along the way.

She emphasises the importance of adaptability and learning in different roles. During her time at Asda, we discuss the importance of culture, team dynamics, and explore her movement from finance to procurement, and more recently her transition into a people-focused role at Coop. She describes how her previous experiences influence her approach to this role.

Our conversation touches upon the corporate culture at Asda and Coop, with Claire noting similarities in values and community focus. She also talks about the challenges and opportunities in aligning with corporate values. 

We then discuss the evolving nature of work, especially in the context of hybrid and flexible working arrangements. And explore how these changes impact team dynamics and leadership approaches. 

Throughout the discussion, Claire provides personal insights into her career choices, the importance of taking risks, and the value of understanding different facets of a business. She advocates for career breaks, reflecting on her own experience and the benefits it brought to her professional and personal life.

Finally towards the end, Claire shares her excitement for upcoming projects and initiatives at Coop, particularly focusing on inclusion and belonging. She also briefly touches on her personal life, discussing her children and her impending 'empty nester' status.

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After trail blazing in flexible working within their organisations, Chloe Fletcher and Laura Walker came together as a jobsharing pair in 2021. After repeatedly being asked to share tips and advice, and realising the gap in knowledge of the benefits and practicalities of jobsharing, The Jobshare Revolution was born.

They now offer inspiration, advice and consultancy support to help organisations to drive gender equity through jobsharing. Alongside this, they continue their Senior Finance role as a jobsharing pair.

After starting her career at Deloitte, Laura joined Asda as an entry level management accountant and progressed to Senior Director over a 10 year period including roles in Accounting, Commercial Finance and Head of Internal Audit

As an advocate for social justice, Laura is hugely passionate about her roles as  trustee and treasurer of both Citizens Advice Leeds and Older Citizens Advocacy York. She is also believes in sport for mental health and spends most of her free time running and cycling.

Chloe trained on the Cadbury Finance Graduate Scheme and progressed rapidly through the ranks, ultimately leading the Supply Chain finance team. She joined Asda to lead Ambient Logistics Finance and had a varied career, including Finance Director for George Clothing.

Chloe led the "Free Range Finance" programme to transform flexible working at Asda - which sparked a passion to do more. Outside of work, Chloe is a huge advocate of wellbeing and self development - as the Trustee of a mental health charity and a personal development coach.

We discuss the ins and outs of jobsharing from the perspective of the individuals themselves, for managers and employers, and tackle some of the myths about the higher cost, lower productivity and difficulties in how to appraise two different people sharing the same job. 

It's a fascinating discussion and one in which I became even more of an advocate for flexible working weeks and jobsharing as a way of keeping highly motivated and skilled workers in the economy for longer. It is mainly women who will benefit, due to childcare and maternity leave - but jobsharing is for everyone and every role. 

I wish them the best of luck as they embark on this new venture together, they want to change the world for the better, and I can't wait to see how they get on. 

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In this episode of Coach Class, I welcome back Stephen Waddington – “Wadds” – one of the UK’s most influential thinkers in public relations. A former agency leader, CIPR president, and prolific blogger, Wadds is now immersed in a PhD at Leeds Business School, exploring the age-old question: how can PR prove its value and earn recognition as a true management function?

Together, we unpack the personal and professional journey behind this research. Wadds reflects on the discipline and sacrifice of pursuing a PhD, the frustration of knowing that many of the answers already exist, and the humility of building incrementally on the work of those who came before. He shares how COVID-19 briefly elevated the role of PR to the management table, and why the profession still struggles with definitions, measurement, professionalism, and recognition compared to fields like law or finance.

The conversation also explores deeper themes of self-doubt, resilience, and legacy. Wadds talks about moving from uncertainty to determination, the importance of gratitude, and the emotional experience of acknowledging mentors such as Dr Jon White. He recalls how writing — and not sending — a letter of thanks helped crystallise his sense of purpose, reminding him that he isn’t alone in facing these questions.

We also discuss what it means to “be taken seriously” as a profession, drawing on quotes from Jon White (“there’s no such thing as bad theory, only theory that hasn’t been challenged”), Logan Roy (“you are not serious people”), and Alan Bennett (“keep on keeping on”). These provocations highlight the gap between theory and practice, and the urgent need for PR to embrace knowledge, standards, and repeatable processes if it is to stand alongside other professions.

Finally, Wadds explains why his current survey matters: it’s a rare opportunity to capture contemporary evidence about the state of PR worldwide. He urges in-house public relations and corporate communications practitioners in any sector, at any level, working in the UK to take part, helping to build the evidence base that will shape the industry’s future.

This is a candid, passionate, and often emotional conversation about what it takes to push a profession forward — step by step, contribution by contribution — and why the baton now being carried by Wadds could make a generational difference to the field of public relations.

Take part in Stephen’s research here.

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Where do you start, when you interview your own dad. An inspirational leader and coach in his own right, albeit a university lecturer and football team coach, rather than the type I normally interview.

Lucky to survive his birth, his aunt Agnes nursed him for the first three weeks of his life, then fortunate to survive a heart attack when just 44, he is 80 tomorrow. His own father died when he was six, and as a result he lived a fairly solitary life with few friends, until he went to university in Belfast, where he met my mum (she's my next interview). 

He was awarded an OBE for services to science, and throughout a glittering career was a world-leading, actually still is a world-leading chemistry professor. A friend of the earth, he is an inventor of catalysts that take nasty things out of pesticides and petrol and diesel engines. A pioneer in the research around hydrogen and until Covid closed him down - he was exploring the role of biofuels to power large vehicles.

There's so much more I could say, but instead, why not grab a cuppa and take a listen. 

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Neil Nugent is a professional chef and food innovation expert, having left school at 16 and worked his way up through professional kitchens in his home town, then London, then across the world.

He then entered the retail sector, innovating new food ranges at Asda, then Waitrose, Morrisons and Iceland.

He now develops his own range of food  - Panku - that is sold in many of the major grocery retailers. He also works alongside Gino D'Acampo personally selecting food ingredients from Italy.

Neil is passionate about food, but also reflective on the skills and experience he's had throughout his career and how it has stood him in good stead.

Working hard, working through adversity, but always seeking to have fun and be kind to people. 

"Have a bit of fun and be kind, don't get angry or fall out with people, give everybody a chance and it will all come back to you in the end."

Asda taught him a lot about how to manage people, and how to manage himself. 

Since then his career has twisted and turned through a variety of retailers, and enabled him to build his own successful business, which keeps him occupied and inspired. He loves food as much today as he always had.  

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Dave Barber is an experienced internal comms professional and colleague engagement expert.

He cut his teeth in retail, having studied supply chains and worked his way through various logistics roles at Asda.

Seeking a change of scene, he took a maternity role cover in the colleague comms department and immediately found his passion for internal comms.

After leaving Asda six years ago he set up his own consultancy, taking the plunge into self-employment, while helping companies with their own communications strategies.

He also founded the LinkedIn networking group the Asda Underworld, which now boasts over 500 former employees who meet both virtually and in the real world (normally upstairs in the Adelphi for those in the know). 

Dave is a charming guy, and in great demand from former colleagues who saw him operate at Asda and now want him to do for their new organisations, what he did previously. 

But to do so, companies also need to adopt the same approach to listening and hearing what colleagues think, rather than relying on one way communication.    

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Stuart is the chief people officer at Zenith the UK's leading independent leasing, fleet management and vehicle outsourcing business. He's also a qualified business and executive coach.

He joined Zenith from Virgin Health Care, where he was chief people officer before transitioning to chief operating officer. He has also held senior people roles at Costcutter, Morrisons and Asda.

He joined Asda at the tender age of 16 working on the shopfloor where he learned the importance of good people management, involving people in decisions, respecting their opinions. 

Stuart says people make or break teams. You don't have a strategy or culture or products or services without people. 

Asda was both challenging and caring - it had a ruthless focus on performance, but also cared about its people. He was pushed really hard to deliver, but when his dad passed away he was flown down to the south coast to be there in person when it really mattered. 

Retailers tend to be customer-centric, but Asda was very grounded and down to earth and kept things simple. They truly value colleagues at every level - something Stuart has taken with him into every business. At the time it gave him real confidence at a young age to have an opinion and a point of view. 

He's most proud of the work he's done at Zenith on diversity, particularly on women in leadership. Taking inspiration from people like Emma Fox and Amanda Cox (both previous guests on Coach Class).

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Martin Benefer has a passion for human development and loves to help people achieve their potential, both personally and within their career.

He's a Professional Certified Coach (PCC), with a Postgraduate Certificate in Business & Personal Coaching and over 1,000 hours of coaching practice, supporting more than 300 clients.  He's also a Coaching Tutor at Barefoot where he trains new coaches, and occasionally, like me, turns up to new training courses, which is where we met.

A couple of weeks ago we attended a Barefoot course called Psychology for Coaches: Existential, Developmental and Buddhist with Julian Humphreys.

A three week course, each session covered a different area of psychology, with an hour or so of pre-reading required in advance. In this podcast Martin and I reflect on what we learned, what we rediscovered, what stuck with us and what's still swirling around.

Martin has a background in health and wellness, is a Registered Nutritionist (RNutr) and has degrees in Sport Science (BSc) and Human Nutrition (MMedSci).

​He also practices martial arts.  He compares coaching to what he learned many years ago from martial arts: if you're sparring and your focus is on what you're about to do (and not them) you're probably about to get hit!

The tendency as new coaches to plan, prepare and focus on your notes means you're not focused on them. He's always found the best preparation is be present, everything else just gets in the way. Trust that you know what you need to know. 

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Ben Cooke is a highly accomplished coach and agile delivery professional with more than 15 years experience. 

He helps businesses, teams and individuals to respond to an ever-changing  business environment through coaching, training, consultancy, mentoring and facilitation. 

Outside of his client work, he is also a long-distance runner, and is interested in electronic music and contemporary art, having once had to build online ticketing sites for the likes of the Arctic Monkeys. 

In this podcast we talk about what it means to be an agile coach and how the world of coaching informs his consultancy work.  Ben has supported organisations across a wide range of industries, in both the private and public sectors. 

He's worked with start-ups to scale-ups, to global household names. '

Borrrowing the client's watch to tell them the time' is a jibe often thrown at consultants, but in Ben's experience sometimes clients really do just want to you to tell them what time it is. 

Speaking of time, I recorded this back in April and it's taken me a whole month to edit and post it! So apologies about that lovely listener.

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Jayne is a coach, author and burnout retreat organiser and host. She is also the author of Burnout to Brilliance and the Co-Founder of Balanceology, specialising in the prevention and recovery of workplace burnout.

With 15 years experience specialising in burnout prevention, recovery and culture change consultancy, Jayne is a fellow recovering burnee (is that a word?). 

She experienced burn out herself while working at a major UK corporation - the BBC. Since launching her practice in London’s Harley Street, she's helped hundreds of individuals recover from burnout and numerous organisations prevent absenteeism due to chronic stress. 

She's lived and worked in Belgium, Germany, Japan, Spain and the UAE.  But now lives in Bristol near the sea which allows her to host 121 and team sessions, bringing nature into her restorative work with clients.

​Jayne has helped numerous organisations prevent burnout absenteeism, presenteeism and leavism. 

She also supports businesses looking to transition from their existing hierarchal management structure to more sociocratic system using the adoption of models such as Holacracy, Teal and Sociocracy.

In this podcast we compare notes on burning out early in our careers and what has brought us both to coaching. 

It really felt like a meeting of minds, so much so that our conversation has continued since, with me taking to poetry of all things...

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Frances Lee-Rogers is the founder of Butterfly Development, a professional coaching organisation.

She's spent the best part of 18 years working in HR for large corporate companies across several industries, including Professional Services, Aerospace, Logistics and the Public Sector. She holds a Postgraduate Diploma in HR and Employment Law, and is qualified in Psychometric and Personality Testing (SHL).

In the latter part of her HR career Fran supported Directors and their leadership teams to help them implement change. She also has experience supporting high profile organisational wide projects in highly ambiguous circumstances, so understands the pressures on senior executives and their teams.

​"Helping individuals and teams develop has always been a passion of mine so it was a logical next step for me to set up my own business focusing on helping individuals and groups achieve their potential through coaching."

In this podcast we discuss how Fran approaches coaching, and how her dog walking business that she set up after leaving corporate life taught her a lot about reflecting and being in nature. 

Three words define her approach, discover, transform, fly - much a like a butterfly. Fran cares passionately about sustainability and doing her bit to make the planet a better place for her nieces and nephews in the next decade. 

She describes herself as a persistent optimist. Listen in to find out why.

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Jon is a self-styled agile coach who works with teams, organisations and leaders so they can understand themselves better and improve the ways they work together.

Offering 1 to 1 coaching, team coaching and facilitation, Jon is a professionally certified coach (ICF PCC) .

He is also a passionate advocate of Agile Software Delivery, with substantial practical experience as a lead developer, Scrum Master, project manager, and software consultant for a variety of clients in the financial and IT services sectors as well as in the public sector.

He provides highly interactive training courses and workshops including:

• Introduction to all things agile
• Scrum master training
• Facilitation skills
• Visual facilitation
• Coaching skills for managers/leaders

In this podcast we reflect on our recent Barefoot supervision, the power of spending time with like-minded professionals and the restorative nature of doing so. We also discuss Jon's superpowers, and what he feels is in front of him now.

Jon was drawn into coaching by Geoff Watts, who alongside Kim Morgan (who I interviewed previously - season 1, episode 26) wrote 'The Coaches Casebook' - a must read for all professionally practising or budding wannabe coaches.

Jon tends to be a creative coach, he uses visual facilitation and he uses Lego quite a lot, enabling clients or teams to reconnect with their inner child. He quotes fellow coach Sorrel (who I interviewed previously - season 1 episode 30) - who once said 'coaching is reconnecting people to the wisdom they had as children.' A lovely notion. 

Listen to the podcast to hear the rest of Jon's thoughts and our conversation together.

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Joy Cosgrove a retail training consultant and coach. Based in Ireland Joy started off studying psychology, mentored by Dr Sharon Lambert - then did her PhD in Edinburgh before ending up in retail for major brands like Harrods and Selfridges. 

Sharon encouraged Joy to stop, listen and question - which led her to an addiction to coaching and opened so many doors. She is so thankful for that moment.

Since graduating from Barefoot, Joy offers both personal coaching and group training. She has a couple of clients interested in divorce coaching, and people approaching retirement. 

She studied labels back in 2007 before the explosion of neurodiversity awareness - something that I have taken more notice of recently. 

In this podcast we reflect on the labels that people are given or they give themselves. And how we interact with them, how they can limit us, how we wear them.

Joy is an extremely generous human which comes out in spades in this conversation. 

I reflect on when someone asked me at a meeting 'who are you?', rather than 'what do you do?'. it made me really think about we short-hand label ourselves with the things that we earn a living from. 

Joy thinks about how our value set emerges when you hear that question. Who are you? It cracks all of your brain open. 

Which brings us round to discussing the essays we need to write for the PD Cert in coaching at Chester Uni. Who are you as a coach?

Listen to find out who we are...

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In this episode of Coach Class I caught up with Jane Kenyon MBE — a serial entrepreneur, intuitive coach, and unapologetic champion for women and girls. Jane shares her extraordinary personal journey: from a traumatic upbringing and being abandoned at 16, to thriving in corporate life, reinventing herself as an entrepreneur, and ultimately founding Girls Out Loud – a social enterprise that empowers teenage girls to find their voice, speak up, and make bold, informed choices.

💡 Key Themes 

• 💥 A Life Shaped by Adversity
  • Jane opens up about being “daddy’s girl” in a wealthy but emotionally volatile home.
  • Kicked out at 16 and abandoned by her father, she became fiercely self-reliant.
  • Her early trauma became the foundation of her resilience and empathy.
• 📈 Corporate Burnout to Purpose-Driven Entrepreneur
  • After rising fast in the corporate world (with multiple degrees and an MBA by 28), Jane hit burnout.
  • She reinvented herself as a coach, then founded Girls Out Loud in 2010 after a powerful pilot project with at-risk girls in Blackpool.
• 👧 The Two Groups Who Slip Through the Cracks
  • High-risk girls: Experiencing trauma, abuse, grooming risks, or teenage pregnancy.
  • “Middle girls”: Not excelling, not failing — often completely invisible. These girls hold huge untapped potential, but get little attention from schools or services.
• 🧠 Mentoring That Changes Lives — Both Ways
  • The Big Sister programme pairs each girl with a woman who “has been there, done that.”
  • Mentors are trained not just to support, but to reflect on their own lives. The process transforms the adults as much as the girls.
  • As Jane puts it: “You can’t model confidence or boundary-setting for a teenage girl if you’re not doing it yourself.”
• 📱 Social Media Isn’t the Root Cause — It’s the Amplifier
  • Social media magnifies existing issues like misogyny, body image pressures, and peer toxicity.
  • Pornography, violence, and grooming are now normalised online. Jane believes society handed kids this world without any real guidance or boundaries.
• 🚸 Schools and Parents: Who’s Responsible?
  • Jane calls out both systems: schools are overwhelmed, and many parents are disengaged.
  • She urges parents to “get on the bus” — have regular, meaningful conversations and understand the digital worlds their kids inhabit.
• 🏫 What Needs to Change
  • Better, braver sex and relationship education.
  • Trauma-informed schools where teachers are emotionally present.
  • Stronger parental involvement and better role-modelling from adults.
• 👑 Building a Legacy
  • Jane recently received an MBE, recognising decades of tireless work.
  • She’s now focused on scaling Girls Out Loud and ensuring it can thrive beyond her leadership.
• 🔥 Why She Keeps Going
  • It’s the messages from former mentees that keep her fire burning — hearing that “you changed my life” or “I wouldn’t be here without this programme” reminds her the struggle is worth it.
• 💬 Call to Action
  • Whether you're a potential mentor, fundraiser, coach, or supporter — get involved. Girls Out Loud is actively seeking volunteers, role models, and regional partners.

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With a background in additional support needs spanning 20 years, Jasmine Miller has first-hand knowledge, understanding and application of supporting neurodivergent children, young people and adults in an educational and community settings.

She is a Barefoot Coaching Trained Coach and recently led a two-day workshop for Barefoot that I attended at the end of November. 

Over the two sessions we developed awareness and understanding of neurodiversity, considered inclusive working practices and environments. And thought about how we show up as colleagues and coaches to create the best space to think for everyone - but particularly those who are not neurotypical. 

We also considered what might limit us and help us to build relationships and maintain them. 

It really got me thinking about living in a neurotypical world, where the customs and norms are designed by the neurotypical majority and are widely understood by so many of us, but often hidden or subtle to others.  

We also learned about over stimulation or autistic burnout - a concept new to me but one that immediately resonated. What allowances do we make for others when they are experiencing over stimulation? When perhaps even the journey to work might be exhausting. 

And in our coaching practices how avoiding open questions rather than relying on them is worth considering, as they can be hard for autistic people to answer and they can find the expansive nature of them overwhelming. 

Creating bitesize goals can also help move someone up one rung on the ladder, without necessarily focusing on the entire journey.  So much to learn and so much to reflect one. I hope you get as much out of the podcast as I did :)

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After a little break from doing this podcast, I thought I'd change tack and start a new 'season' of episodes by speaking to someone I've had the pleasure of actually coaching.

I find the process of interviewing people an opportunity to reflect and learn about the benefits of coaching people, not just for them but for me as a coach. 

Tony lives in Bentonville in NW Arkansas, so all of our sessions together were conducted over Zoom. I remember our first encounter clearly as I'd just received some upsetting news via email literally one minute before our meeting began.

It was a really important lesson in how to be ready to coach, how to give someone your undivided attention and to be prepared, not just in terms of having the skills required, but also being in the right frame of mind.

I'm pleased to say the session went well and was followed by five other meetings one of which we conducted on the phone as he walked through nature. Metaphor became an important part of our coaching sessions, as a means to unlock deeper thinking.

Six months on, and Tony is still applying a lot of the good thinking he did during our time together. 

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When I was a senior director at Asda (mid management position with a US job title) I was fortunate enough to realise I was entitled to executive coaching. 

I seized the opportunity and after selecting three potential coaches from a long list of ten, I picked Jonathan Bowman-Perks.

After an initial chemistry call with JBP and my then boss Chris McDonough I then embarked on a journey that helped change my life. Six two hour face to face sessions in his coaching apartment in London. Me being me, and Asda being Asda, I managed to stretch them out over a whole year, rather than the standard six months. 

But what I learned about myself and the power of a great question and the use of metaphor literally empowered me to take charge of my own destiny.

Some of the conversations we had together are as vivid now - nearly seven years on, as they were back then. Precise observations, challenging my limiting assumptions, the use of story and biology. Forcing me to confront how I viewed myself, and the impact of the words I chose to describe myself.

Jonathan taught me so much, I will always feel a sense of gratitude to him and of course to Asda for paying for it! I left Asda a few months after completing my coaching journey. The right move for me, and ultimately the company - so it wasn't wasted money. I left on good terms having helped restructure an entire part of the business, which meant my role was obsolete.  

Anyway, have a listen to this 20 minute chat and see for yourself what a fascinating person Jonathan is - and how his application of Nancy Klein's Time to Think principles are so powerful. 

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Dr Anne Gregory has been Professor of Corporate Communication at the University of Huddersfield since September 2014. She joined the University from Leeds Beckett University where she was Director of the Centre for Public Relations Studies. While at Leeds Beckett, she also completed a three year term as Pro Vice Chancellor.

Anne was one of the tutors and course leaders at Leeds Beckett (formerly Leeds Met) when I studied there in the mid 1990s.

She was also the one who had to validate my sandwich year work placement in London at Building Design Partnership. I think I still hold the record for the shortest official placement, having been made redundant on the second day of my actual placement. 

Stuck in a rented house in Leytonstone (pre smart phone / home internet) I was firing off letters trying to get a job. Eventually opting for temporary work via Office Angels on Oxford Street in the centre of London. 

I was rewarded for my effort in the finance department of BDP - but being curious and a little cheeky asked if I could meet the PR team while I was there. Pleading poverty and sharing my misfortune of losing my placement, managed to blag a maternity cover role managing the 35mm slide desk. 

The rest is history.

Anne has always held the view that communication is strategic, it is what organisations are all about. Translating the vision of the CEO, communicating with the communities in which they operate. Comms is right at the heart of that - making vital connections. Orgs move forward due to certain conversations. It means comms pros are in every bit of an organisation - they are the go to people. Embedded into the fabric of the organisation. 

We reflect on what it was that set some students apart from others. A hunger for wanting to know what was going on, what worked and what didn't. An insatiable curiosity and the ability to think through things and make a contribution. Someone who understands issues and has a mindset that says: how am I going to address those issues? 

Anne's advice on life is do what makes your heart sing, because that is where your passion will be. Have the bravery to do what makes your heart sing. 

Thanks to Anne I found that communications is what makes my heart sing. 

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Gal Shivtiel is MD at Great Ideas Group, he's an entrepreneur, ex-retailer, and a wanabe vet. 

He started his career while on a year out from school working for The Yorkshire Post in ad sales, but with a focus on retail. He got his first company car, and a taste for the working life and decided to stick at it.

Which eventually led him on to Asda, where he started in marketing but moved into trading - heading up the dairy division.

Gal was one of the first senior leaders I knew at Asda to give me praise via my boss's boss. Which had a big impact on me at the time as I hadn't appreciated at that point that he even knew who I was.

His networking and connecting skills are renowned - so much so that many years later I spotted him (having returned from four years in Australia at Coles, and three years in China for Walmart) 'walking the floors' of Asda House. Gliding around the building, checking in with various people, putting credit in the bank with them, and seeing how they were.

Gal was also one of the first people I observed saying yes first, and figuring it out after. He was prepared to take risks. He treated his move to Australia like a holiday - imagining being there for two months, to see if he liked it. What's the worst that can happen?

He has an infectious aura around him, but he is also extremely sharp and astute. Blending his charm with an absolute focus on the customer, be that a shopper in store, or a consulting client. 

Best advice he's ever had? There's a couple of things that spring to mind, education is the best investment you can ever make. And you've always got to be confident you're going to do the best you can but sometimes you'll make mistakes.

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Emma Fox is CEO at Berry Bros. & Rudd, Britain's oldest wine and spirit merchant, having traded from the same shop since 1698.

Today the company has offices in Japan, Singapore and Hong Kong, a Wine School and an exclusive fine wine and dining venue in London's St James's, and they hold two Royal Warrants for H.M. The Queen and H.R.H. The Prince of Wales.

However Emma's career started out in brewing. Having worked in a Victoria Wine off-licence to pay her way through university, she snapped up the opportunity on her first graduate role to manage a shop within Bass called Augustus Barnett.

A baby buying role then emerged in wine, which led to her completing the wine and spirits training, and at the tender age of 23 saw her flying solo around the world to exotic places like Argentina, Chile and New Zealand.

She reflects on the fact that working hard through uni, combined with an opportunity that presented itself like running an off-licence could be considered 'lucky'. But one goes hand in hand with the other. She knew what questions to ask at the interview for the role, as she had worked in an off-licence.

Her career has taken many paths since, including working for Asda, Walmart Canada, Halfords and TOFs (Original Factory Shop), but it has now gone full circle - albeit the quality of the wine at Berry Bros is a bit better than it was back then.

The thing that draws all of the organisations together is the team of people she's worked with, and how they get things done and have fun. A real sense of getting things done willingly and well through others (something she learned from Asda legend Archie Norman), and taking the role seriously but not yourself. Enabling people to have fun at work is really important to Emma.

She has never really had a masterplan for her career, but she was always been driven and determined without knowing what the end result would be. She always wanted to do new roles and experience new things, which enabled her to spread her wings within large organisations like Bass and Asda.

She was prepared to take the risk on ex-pat assignments without worrying too much about what the next step was. She preferred to enjoy the now.

The best advice she's had was from David Cheesewright who ran Walmart International at the time. She'd been passed over for a couple of promotions, and was a little frustrated.

He asked for five minutes and said he had a real opportunity for her - he wanted her to be his logistics director.  Her first response was she didn't think she could do it as she'd never done logistics.

But what he wanted was her transferrable leadership skills, not logistics experience - it was about the how not the what. It was a real penny drop moment for Emma and something she uses all the time when speaking to women leaders in particular. Say yes and figure it out after.

By pushing herself out of her comfort zone it made her a better general manager - adding to her marketing and buying skills - making her a more rounded leader, which has held her in good stead ever since.

It was a risk, not knowing how she would cope - but a great lesson in life.

The gift she would give her younger self would be to be a bit more patient and be a bit calmer. Back then she was know as the Tasmanian Devil.

She recalls that great phrase: "To go fast go alone, to go further go together."

Bring people with you, and manage the urge to do everything now.

Wise words. 

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Dom Smales is an entrepreneur and social media pioneer having founded a talent management agency called Gleam Futures that spotted and developed YouTubers to become brands in their own right.

He started his career in media sales, selling ad space in magazines and on radio - learning the value of media. He also got a taste for talent management. 

Following a health issue he chose to start his own business, a social media consultancy, which led him to discover two sisters (aka Pixiwoo) who were make-up artists, but also had started creating 'how to' video tutorials on YouTube. 

He says he was lucky to meet them at just the right time, as he was also working with Chanel and was able to to connect the two. 

He realised the entertainment platform they'd created was only going to grow, and there was an opportunity to connect other content creators to brands who wanted to collaborate, and ultimately benefit from what  they had. 

Part of his manifesto when he set up on his own in 2010 was to work with people he liked. His vision for the community of YouTubers he built was to enable them to have a sustainable career, not just a hobby.

Dom had a real eye for talent. They needed to have a work ethic, the creativity and charisma. His role was to connect the dots for them, so they could use the tools they already had.  

The ingredients of his success? He knows and likes people. He spotted talented people who he knew would be brilliant at their jobs - be they creators, or talent managers. 

So what's next? He's fascinated by the next wave of subscriber networks for content creators on platforms like Twitch, Patreon and Only Fans. 

Dom is extremely humble, generous and gracious. An inspirational leader, who not only spotted an opportunity, but built an entire community of content creators that has paved the way for social media influencers ever since.

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Sorrel Roberts is a professionally and academically accredited coach, passionate about harnessing the benefits of coaching to assist organisations and individuals in realising their potential.

Her work focuses on three key areas:

• Coaching for professional development
• Coaching skills development
• Supporting working parents

In this podcast we both reflect on a Barefoot training course we attended together: Working on Nature from the Inside Out.

Working with nature in the natural environment is becoming an increasingly popular coaching approach. Coaches and supervisors are stepping out in the natural environment and engaging with nature as they walk and talk with coaching clients. But there are also ways to bring nature into every coaching conversation, be that inside a room, or down the end of a Zoom.

Hosted by Jackee Holder (see biog below), the four hour workshop was a brilliant introduction to using nature in your coaching practice or supervision.

We learned how bringing nature in can bring the unconscious into the conscious, and got the opportunity to try free form reflective writing, we conjured up memories of places that we go to, that when you are there help you feel energised, and we used words from nature to enquire as to how we were each arriving - what's the weather like in your head? - and we considered what the various seasons mean to us.

For me personally it was wonderful to get an injection of Barefoot-ness having completed the PG Cert course in July. Although I'm still in touch with my cohort of peers, it was great getting back into the classroom to be inspired by a new topic, and to meet more of the Barefoot family of coaches.

Sorrel was struck by the space the Jackee creates in her workshops, and feels it is both a balm and a boost, but also the nature from the inside out and the reconnection with leaving the house each day for a short walk.

Sometimes in the coaching industry we sell or live on the idea that change has to be hard - but for Sorrel the metaphor of the changing seasons helped remind us that change is inevitable, it is natural and that things will change and emerge into something else.

Sorrel felt quite poetic about Autumn, the leaves are falling, some things are decaying, but also nutrients are being added to the ground.

We finished the day with a 121 coaching session where we used an image of a tree, via a Zoom call, as the prompt for a discussion. Even in 15 minutes we both found it really illuminating how resourceful the metaphor became for our coachees. Noticing more and more about the tree, its roots, its surroundings, the shape of the trunk and that opening up different and interesting thinking.

I'd highly recommend this course to fellow coaches looking for some inspiration, and of course the opportunity to do some personal development while meeting more of the Barefoot family.

10/10.

About Jackee Holder

Jackee is the author of four non-fiction titles, 49 Ways To Write Yourself Well, The Journal Journey Guidebook, BeYour Own Best Life Coach, Soul Purpose and co-author of two unique illustrated writing maps, Writing With Fabulous Trees: A Writing Map For Parks, Gardens and Other Green Spaces (2016) and Rewilding The Page: The Urban Forest Writing Map.

Jackee works as a leadership coach and facilitator and was ordained as an Interfaith minister in 2001. Jackee writes the monthly Write To Flourish column for Psychologies Magazine and is a board member of the International Association Of Journal Writers (IAJW) USA. Her first and second loves are daily city walks and journaling.

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Amanda's career began on the Marks & Spencer's graduate scheme, where she worked for 10 years before moving to Asda. Starting at Asda as a Store Manager, Amanda progressed over the next 15 years to Vice President - People.

She joined Dunelm in March 2015 and is currently the Stores and People Director on the executive board.

She didn't plan to work in HR or personnel as it used to be called. When she was on the M&S grad scheme she had the choice of personnel or being a store manager and couldn't think of anything worse than dealing with people's problems.

When she was at Asda, she started to mature and realise that good stores were run by good people, and bad stores had people issues. This led her to appreciate the importance of how you lead and manage people in a business, which led her to Asda House and beginning her career in that field.

Asda in its heyday was brilliant at making totemic examples of the importance of values - all colleagues one team for instance.

She's carried some of that learning with her to Dunelm - where it is real and not just about slogans on a poster on the wall.

During the pandemic Amanda says they've actually got a lot closer to their colleagues, keeping connected to them via regular video messages, using the intranet to keep the conversation open, even leading to a new company value - stronger together.

They'd do 'all store coach calls' (Dunelm's name for store managers) - with the aim to listen, learn and understand. Not just listening to act - as you can often do the wrong thing.

Feeling at Home Wherever you Work was born from it.

An approach to hybrid working that is very much led by the colleagues and the teams. They've avoided gimmicks, not been prescriptive and kept it personal to the individual.

They've created different spaces in the offices, shared spaces and hot desks, plus social activities such as quizzes, crazy golf, BBQs.

They've created a wellbeing calendar, bring your dog to work day (to introduce each other to all the lockdown puppies and dogs), plus tours of the building.

Lane4 from EY, have helped them figure out how you lead a hybrid team. 75% of people say they're more productive at home, but a similar amount feel more connected in the office. 

The other aspect they've considered is how you join a new business remotely. They're growing and employing a lot of new people, so Amanda is conscious of doing that better. How you make a new starter feel part of the company from day 1. 

As a leader you can't just focus on what you care about or what your own needs are. You have to respond to what your team want, and do the right thing by your people.

Amanda thinks the future of work in the next 6-12 months will be very interesting - it's going to be dictated by the market - there have never been as many vacancies - so you need to ensure you are truly meaningful for people. Are you a good company, that cares, cares about the environment, cares about its people. 

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Over the past 20 years Kevin has worked with top leaders in many different organisations, as a trusted adviser and coach.

He helped them develop their personal leadership styles, build on their strengths and become even more self-aware. By doing so they understand their own abilities, their motivations, and their limitations. He considers achieving deep self awareness as 'money in the bank' for the individual. Particularly for anyone in a large organisation, who then moves to a different working environment such as setting up on your own.

In his career Kevin specialised in coaching and consulting at CEO/director level, and top team development, consulting with them on organisational change.

We were introduced via a mutual contact Justin Skinner who I worked alongside 20+ years ago at Direct Line. He was keen we meet when he heard I was moving into coaching as Kevin had 'been there, done that'.

As he draws towards the end of this career, he is keen to impart his knowledge and inspire others to follow their dreams.

His start point for anyone venturing into a new field of work and wants to be a success is to focus on three things: 1. network, 2. network, and 3. you know where this is heading don't you?

One of the early books on networking was called: 'Build your well before you are thirsty'.

Another great insight he shared with me was from a good friend of his, Tony Walmsley who once ran a petrochemical plant before going into consulting. He used to say: "Don't just do something, stand there!"

As a very busy operational manager, he often observed people rushing around like headless chickens. When they didn't need to.

Kevin's background is in psychology where he learned about models of learning and how the brain works and assimilates information and the importance of reflection. In the reality of the business world he believes it takes real courage to apply that without being viewed as not actually doing anything!

The essence of organisational development is to enable the individual to become more self-sufficient, but this can also mean effectively doing yourself out of a job. Recognising that we all need to eat - you need to be aware of the impact your reflective approach has in an environment where there is an 'addiction to action'.

Keven had always been pretty dismissive of online and telephone coaching pre-pandemic, but when you have no choice, he climbed on that learning curve and was pleasantly surprised what you can do.

It left him feeling al lot more optimistic about hybrid learning and working. 

It was a real joy speaking to a seasoned coach who is handing on what he knows to those at the start of their journey.

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In this episode of Coach Class, I was joined by Amanda Downs — commercial leader turned coach, facilitator, and soon-to-be author of Stepping Up to Sales Leader.

Using the Japanese concept of Ikigai — your reason for being — as a guiding theme, Amanda reflects on what lights her up, how she helps others grow, and why leading a commercial team is a bit like tending a garden.

Expect rich conversation on:

• How purpose, values, and integrity guide Amanda’s work
• The link between psychological safety and leadership success
• Why sales is about value, story, and service — not pressure
• How to spot a career crossroads and start unravelling your metaphorical jumper
• Her love for gardening, and why it’s the perfect metaphor for people development

Amanda also shares the lessons she’s learned from Dare to Lead by Brené Brown, how she helps leaders rediscover what they’re good at, and why vulnerability is the new superpower.

This episode is for anyone who’s led a team, faced a fork in the road, or simply wants to do meaningful work with integrity and heart.

🔊 Soundbite:

“Selling and helping people to buy things is not a dirty word… It’s the lifeblood of what makes economies boom or fail. And the most authentic way to sell? It’s to find the value and turn it into a story you can tell.” — Amanda Downs

📌 Useful Links:

• Connect with Amanda on LinkedIn
• Learn more about The Uspire Group
• Watch for Amanda’s upcoming book Stepping Up to Sales Leader (coming 2026)

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Having just completed the Barefoot Coach Training Course for Business and Personal Coaching, it was a real privilege to speak to the founder of the organisation herself - Kim Morgan.

Kim is CEO of Barefoot Coaching, one of the most successful and fastest growing coaching and coach training businesses in the UK. 

She was one of the UK’s first executive business and personal coaches and pioneered the development of university-approved coach education in the UK. Her lifetime contribution to the industry was recognised when she received Coaching at Work’s award of “Coach of the Year”.

Kim has over 25 years’ experience in the training and development of coaches. She holds a Masters in Coaching and Coaching Development and is a Visiting Research Fellow of the University of Chester and lifetime Fellow of the National Council of Psychotherapists. Kim is also a Certified Grief Recovery Specialist.

In this podcast I get the opportunity to say thank you to Kim, and to reflect on the amazing experience I had on the course, the things I learned about myself, the new skills I've acquired, the new friends and colleagues I've met, and the journey I've been on since April. 

I learned that I'm good enough, and if I can remain still, really amazing things can happen. Listening with every fibre of my body to the client that is with me. 

The Barefoot organisation Kim has created now proudly boasts a community of more than 4500 Barefoot graduates. 

I start by asking Kim what brings her to Barefoot today (one of my recently learned favourite questions). Listen to the podcast to hear her answer.

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Katherine has been Customer Director at Hobbycraft for eight and a half years and is accountable for marketing and brand, the Hobbycraft Club and its ecommerce business. 

She studied at Glasgow Uni, where she intended to study English, but came out with an economics and management degree - which is a story of her career. 

He first role was at Mars, Pedigree Masterfoods, where she did a rotation of two years in lots of different functions. It was really challenging, but you are assigned a mentor, and given a safety net to try things and understand the benefit of taking risks. 

Katherine joined Hobbycraft from B&Q, where she was Executive Marketing Director for two years, and, prior to that, spent nine years at ASDA in a variety of roles including Marketing Director and Ecommerce Director. 

She loves working for entrepreneurial businesses that have a strong brand and connection with their customers. 

Culture is really important to her. When she joined Mars you felt like you were all colleagues one team. Anyone who joins you can learn from, peer to peer or from your manager or you to them. 

Usually you were doubling something, or halving the cost - which set you up for a growth plan, the culture gave you confidence to try, with a support structure around you.

Katherine has been reflecting recently on the benefits that remote working brought to the workplace, but thinks you can't replace face-to-face coaching, being in the room together, or walking the store together. 

Helping people join the organisation remotely has been a challenge. Sat on Zoom on your own, you may be conscious of constantly asking questions. Whereas in the office or in store you can observe but also have an ongoing chat.

The bit she loves about her job is filling in the insight gaps that you can glean from data with conversations with colleagues and customers in stores. 

I asked what piece of advice she would give her younger self - she says she wouldn't change much. Always be ambitious, ask for help along the way, try to be the best you can be rather than focus on a particular role, always put yourself forward, just go for it. 

She believes you need to set out your point of difference and go for it. 

She picks out people that were a positive influence on her in her career, Rick Bendel, David Cheesewright, Angela Spindler and Rebecca Rees - who treated Katherine and her partner Stephen to go out for dinner on the company when she managed to hit her target - it didn't cost the company much but it left a lasting impact on her, and is something she likes to do now for others.

She also tells the story about Tony Lowe who Katherine was presenting to in a big meeting in her early career, she could tell he was waiting to say something. When she asked what it was, he told her he was waiting for her to get off the fence. From that moment on she never held back from making a decision.

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Nick was appointed CEO of Joules in 2019.  He has over 25 years’ experience in developing retail brands and strategy. He started his career at Marks & Spencer where he held a number of senior and director roles. 

Prior to joining Joules, he was SVP-Commercial at Asda and a member of the Executive Board, having previously been Managing Director of George. 

During his time at Asda, Nick was responsible for the performance of the grocer’s trading divisions across food, general merchandise and clothing, and helped drive significant innovation and digital transformation across the business.

Nick is an alumnus of Harvard University, having completed a Personal Leadership and Development course at Harvard Business School.

At M&S Nick worked in the corporate area, and experienced the luxury of the carpet and the quality of the crockery. 

He also worked alongside retail legends like Sir Stuart Rose - who led with clarity. He experienced the energy and momentum that's created by a common purpose.  When you speak to those who have worked for the likes of Allan Leighton and Archie Norman (Asda legends), people don't really remember the results, they remember how it felt to be part of the team.

At Joules now, Tom the founder of the business is still involved. A combination of his passion and the clarity he and his team has brought to the brand, is still clear today. It hasn't had to reinvent itself like many brands, who lose their way. 

Nick gets fired up and motivated by where the company is going, and the importance of shared values that you live by. You don't say one thing and do something else. 

He really enjoys learning and understanding how he reacts, unless you go and find out you'll never know. 

He gets a lot of energy from speaking to people from across the organisation. Which has been challenging over the pandemic. 

He now leads a hybrid team who are based at home and increasingly moving back into a brand new office. It is the first time in 12 years that all of the Joules functions will be under one roof, having occupied various offices in and around the area.

They've learned a lot over the past 15 months, that they can create product, acquire a business, open shops and close shops - all remotely.

They are now developing a fully flexible approach for colleagues who decide how much time the work from home and in the office. Making sure that work fits into their broader life. 

Core hours are 10am-4pm - with no meetings held outside of those hours. Which then allows people the opportunity to flex their time around the start and end of the day to take the kids to school or walk the dog. 

As he looks ahead, his hopes for the future - he says the business has a much stronger connection with colleagues in stores. 

He wants to ensure everyone feels they are in it together. Finding the balance is going to be key, and by the end of the year he thinks they'll have found their rhythm in terms of hybrid working.

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As an ex-England International table tennis athlete, former National Coach and current Head Coach at British Para Table Tennis , Greg has successfully competed and worked in elite sport performance leadership and management positions for over 20 years.

A fellow Barefoot graduate he is also an internationally recognised Associate Certified Coach (ACC) with the International Coaching Federation (ICF).

In this episode we discuss the transition from coaching elite athletes to coaching business executives. 

From a very early age coaching was a part of his life. He recalls being eight years old and playing football in the garden while recording how to guides on video. He grew up with a fascination with the coach and player relationship. 

Following a short international playing career he got into coaching. Studied coaching at uni, and became a head coach in table tennis.

Barefoot was a fantastic learning experience for him, which ultimately improved his leadership skills. 

I reflect on how we have led polar opposite worlds, having spent my career in the world of business but recently started coaching a pro golfer. 

Greg has found the transition into the business world relatively smooth. Seeing lots of parallels between conversations with sports people  - diving into their thinking, recognising how they make decisions under pressure. Getting to the know the individual and what sits underneath the technical and tactical knowledge.

Now he works with clients who are trying to get the best out of their leadership style and philosophy, or get the best out of their teams.  

He doesn't really know about their business, he couldn't give them any advice as such, but he can ask them open questions and be curious, in such a way as to unlock their thinking and their potential. Getting them to challenge themselves in their leadership style.

He sees his role as one to nudge and nurture, asking the questions they won't necessarily ask themselves.

We also discuss resilience, and recent events at tennis tournaments and the Olympics where athletes are calling out their own mental wellbeing in relation to whether they feel able to perform at their best, or at all.

Greg sees it as forward thinking for both business and sport, and likes to think of wellbeing as a performance advantage. It used to be seen as a nice to have, whereas now it is a need to have. 

We need to spend more time being and recognising how we perform, in the past it was all about going harder and harder.

Avoiding burn out, regardless of industry or sector is key. Factoring in breaks, time out, breathing space. It is the same for athletes, they need to have time off, and less training at certain times. He thinks it is fantastic that people are now speaking out.

He's off to Tokyo this week, and has a buddy and support system in place. 

Greg has just had the conversation with the team about enjoying the moment, and not letting it fly by in a flash. They want to enjoy this moment together. It's been five years in the making. People have had to delay things in their lives, having children, transitioning into new careers. 

I fully expect him to have to update his LinkedIn on his return, having already helped deliver over 60 major medals for British Para Table Tennis, including European, Paralympic and World Champions. Watch this space!

Good luck to Greg and the entire GB and NI para team in Tokyo!

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