Case Studies

Case Study 1

I worked with a client who was being offered a leadership position in her organisation,
but she was a bit lost as to whether she should accept this position or change her job. The main
reason being, she knew she would be the only woman in the leadership team, and she didn’t see that
changing any time soon. Also, her own team would have more men than women. She had doubts
whether she would be able to connect or network with the teammates, the way her colleague does
whom she would be replacing. She had a huge burden of expectations on herself whether she would
be able to perform as good as the colleague whom she would be replacing. As we discussed her
challenges, it emerged that she was having these doubts because of her being a woman and she was
trying match up to the outgoing boss. She felt she wouldn’t be able to meet the expectations of the
team, or she would not be able to match the work as well as the reputation of the outgoing boss. My
work with her helped her to see herself and her team working towards achieving the organisational
goal. During the sessions, she became aware of her strengths she possesses as a woman leader and
how she could lead in her own unique way. She accepted the role and she decided to work towards
hiring and mentoring more women in her team as part of diversifying her team. Coaching sessions
made her realise that she has more to offer than just being a woman. She started to enjoy
networking and socialising with her teammates on a regular basis which initially she was avoiding.
The sessions helped her focus more on how she could contribute to the overall organisational
purpose, focus on connecting with the team. Based on the themes which emerged during the
sessions, I was able to provide her various tools which she could use to work with her team increasing
the team engagement. She now focussed more on developing her leadership traits to influence her
team to perform their best and produce the desired results.

Case Study 2

I am currently working with a client who grew up in UK as a member of an Asian
minority. Over the years, she has performed extremely well in her roles in the organisations she has
worked with, and she is all set to take leadership roles in her current organisation. She has been
considering applying for leadership positions, yet she was not very sure if she would be an effective
leader. Her main challenge, she struggles to be fully authentic as she guards herself against being
vulnerable. She grew up in UK, she has had this feeling of otherness because of her experiences
growing up in UK. Although she has been able to come to terms with some of her feelings in her
therapy sessions, but she still feels she can’t be fully herself. I used vertical leadership framework,
using Harthill’s vertical leadership profiling tool for vertical leadership development, we discovered
the main themes emerging in her thought process guiding her actions and her insecurities. Coaching
sessions created insights which helped her examine her fears more objectively and helped her move
up in her vertical learning. She is working consciously adopting the practices to help her be more
open to different perspectives to deal with complex situations. Coaching helped her look into identity
issues more objectively and adopt various practices to help her try to be more vulnerable. Our work is
still ongoing, but the positive result of the intervention is that she has started applying for the
leadership roles, more focussed on her development as a leader, to achieve her goals more
authentically believing in herself.

Case Study 3

I worked with this client who is working in the IT sector, he belongs to an ethnic
minority and grew up in a different culture before settling here in UK. When we started working
together, he was being considered for a promotion, but his line manager felt that although my client
is very capable, but he needs to work on building relationships and connecting with the members of

his team. As we started working together, I got to know that although he feels his organisation is
improving on diversity, hiring more people from diverse backgrounds he still feels he felt that he has
to go out of his comfort zone trying to connect while working with his team. He felt that he always
has to guard his words and communication as he is afraid of being judged or laughed at because his
ways are different. He avoids socialising with colleagues, bosses which is not helping his case for
promotion. Coaching helped him reflect on his limiting beliefs and negative assumptions. Working on
his capabilities, his strengths and achievements helped him acknowledge he is more than just being
different. Coaching helped him examine his need to be seen and acknowledged. Coaching helped him
shift this need to an ability on influencing others through improved communication skills, him to
show more curiosity in other people, look for commonality and connect on basis of commonality. He
also decided to work with a mentor within the organisation so that he doesn’t feel alienated in the
environment, and he got promoted.