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Roger Rawlinson
 - Amersham

Contact Roger Website
Roger Rawlinson

As an executive or senior manager, do you need a confidential sounding board to help you cultivate your ideas and develop your plans?

Are you frustrated with the effectiveness of your board, your colleagues or your reports?

Does your team operate as a group of individuals rather than a high performing unit?

I am a business coach with over ten yearsí experience working across public, private and third sectors who relishes the opportunity to assist executives and senior teams to improve their performance, overcome difficult problems and become happier at work.

With individual executives my focus is on improving their performance in their current role, preparing for future roles, improving difficult or problematic relationships and developing resilience.
With teams my emphasis is on developing trust, understanding and respect between every member of the team, so that increasingly frank and honest conversations can lead to the development of genuine accountability and achievable plans.

With both individuals and teams I also do a lot of work on change: on organisational change, on restructures, and on mergers and acquisitions from both sides. I also advise on the change process and often find myself leading the change programme.

I have recently undertaken coaching assignments in the areas of maternity leave, job sharing, career transition, developing resilience, planned sickness leave, the Chair and Chief Executive relationship, how to be a happy consultant, working as an internal coach, new teams, merged teams and teams with a new leader.

My Experience

My business experience includes fifteen years as an HR Director in the public and private sectors and two periods as a Chief Executive.

I have held board positions in retail, manufacturing and healthcare and has also had executive responsibility for learning, development, internal communications and estates.

I trained as an executive coach at Henley Management College in 2006 and have been coaching executives and senior teams across a range of sectors since then.

I am a Fellow of the Chartered Institute of Personnel and Development and I have the certificate in Advanced Leadership from the University of Keele. I am a member of the European Mentoring and Coaching Council and I am a Professionally Accredited Coach with the Association for Coaching, working towards Master Coach accreditation in 2018.

My first HR Director role was in 1999 with William Baird, a clothing retailer and manufacturer with a £400m commitment to Marks & Spencer. Following M&S's move off shore in the early 2000s we reconfigured the business and were eventually subject to a reverse take over in 2003, at which point I crossed sectors to become Chief Executive of the Workforce Development Confederation and HR Director of Bedfordshire & Hertfordshire Strategic Health Authority.

After a restructure of SHAs in 2007 I became HR Director of NHS Direct. In 2011 I became Transition Director and in 2013, Chief Executive.

Since NHS Direct was disestablished in 2014 I have been working full time as an executive and team coach and I also run an HR and organisational change consultancy, which acts as an excellent foil to my coaching practice.

I am also a volunteer coach with The Shaw Trust, which works with people who are finding it particularly difficult to find work, on the British Heart Foundation's "Leading with Heart" leadership development programme, and I am a large organisation liaison partner with the European Mentoring and Coaching Council.

I am qualified to facilitate Steps I and II of the Myers Briggs Type Indicator, and the Aston OD's APTI team diagnostic instrument.

My Rates

My rate is £200 for a business coaching session of between ninety minutes and two hours.

I do not charge for an initial session and I am happy to come to a different arrangement if I am coaching several members of a team or if I am embarking on a long term coaching relationship.

My Coaching Styles

Senior Executives It is important that members of the top team are able to develop a confidential relationship with someone uninvolved in the day to day management of the business, sometimes just to let off steam, but also to explore some difficult areas of the business in complete confidence, and to work through how to compensate for some of the less strong elements of their own game, but the executive also needs to look at their own performance and their own leadership style to establish how they can make improvements to improve the performance of the organisation.

Improving Performance I expect my clients, whatever the difficulties of their circumstances, to be looking to find significant ways to improve their own performance, the performance of their team and the performance of their business. I do expect clients to set goals for themselves, and I do expect them to hold themselves to account.

Difficult Relationships Coaching can very often make a huge difference to improving difficult relationships and resolving issues between colleagues. Left alone, difficult relationships can fester and deteriorate to a point where they can have a hugely damaging effect on the wider team and the business as a whole. Whilst I try to achieve an understanding of the frustration of difficult relationships, I also expect my clients to examine their own behaviour and develop plans to improve relationships, whilst acknowledging the personal and emotional cost

Preparing for and leading organisational change Even seasoned professional managers can panic at the prospect of major organisational change and, through their lack confidence and experience, make an already difficult situation much worse. With my expertise and experience, but without emotional involvement, I can help managers develop their change plans with both logic and sensitivity and, in many cases, help lead some of the change process.

Career Transition I work both explicitly as a career transition coach, but also as career transition emerges naturally from an ongoing coaching relationship. Iím adept at critiquing CVs from my years of recruitment and my experience of a variety of sectors gives me a good base on which to assist work on fundamental career change.

In addition, I also have extensive experience of coaching job sharers, work returners after career breaks, maternity or illness, managers finding difficulties with work-life balance and problems with workplace culture.

Types of Coaching Offered

Coaching Type
Career Coaching
Confidence Coaching
Creative Career Coach
Relationship Coaching
Stress Coaching
CEO Coaching
Change Management
Conflict Resolution Coaching
Diversity Coaching
Leadership Coaching
Planning & Strategy
Stress Coaching
Team Coaching

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