The challenge
Many of the individuals I work with come to coaching because they feel stuck, not necessarily because they’re underperforming, but because they’ve lost sight of what’s next. These clients are often mid-career professionals juggling demanding work and personal lives. They're overwhelmed by external noise and internal self-doubt, which makes it hard to step back and consider new opportunities or push forward with ideas.
Common concerns include:
Not knowing how to present themselves effectively, especially in spoken settings
Fear of being perceived as pushy, critical, or out of their depth when speaking up
A tendency to downplay their achievements or struggle to articulate their value
Feeling unsure whether their discomfort is valid or “just them”, often needing someone to challenge their thinking and reassure them that what they’re experiencing is real and shared by others
Though these issues could be broadly labelled as confidence-related, I find it more helpful to unpack them as a lack of clarity, disconnection from personal strengths, or fear of how they’ll be perceived.
My intervention
My coaching creates space to think, something many clients haven’t had in a long time. I begin with a light-touch values and strengths exploration to reconnect people with what matters to them and what they’re good at. This often sparks the first signs of movement.
We then explore goals, sometimes career objectives, sometimes a broader sense of direction. Sessions are conversational but intentional, with a balance of supportive questioning and gently playing devil’s advocate. When someone says, “I just don’t think I could say that in a meeting,” we’ll explore what’s stopping them, where that belief came from, and how they might test a different approach in low-risk environments.
I use visual tools, scenario work, or feedback frameworks as needed, but always adapt to my coachee’s preferred thinking style. We also work on language: how to communicate needs and ideas clearly, assertively, and authentically, without losing themselves in the process.
The outcome
Across coachees, the impact tends to show up in three main ways:
Greater clarity about what they want, often resulting in new job applications, internal moves, or renewed energy in their current role
Stronger communication, especially in meetings and line manager conversations, where clients feel more able to speak up without second-guessing themselves
Sustainable mindset shifts, clients begin to catch and challenge their own inner critic, recognising it as a pattern rather than a truth
One coachee put it this way:
“Angelique helped me with tips and techniques in how to communicate in certain situations and grew my confidence in seeing my own ability. She provided emotional support and encouragement throughout my coaching experience and helped me stay motivated.”
The benefits of coaching for organisations
Retention - helping valued staff rediscover their motivation and take ownership of their development
Progression - particularly for underrepresented groups who may be holding back due to internalised barriers
Wellbeing and engagement - by creating a safe, independent space to work through challenges and feel seen, heard, and empowered
Clients leave coaching with clearer goals, sharper self-awareness, and a mindset that allows them to act, not just plan.