Lucy Grimwade Career Coaching lives and breathes growth, awareness, inclusivity and encourages professional women to be their authentic selves. My brand celebrates multiple approaches, experiences and points of view and believe diversity drives innovation, culture and productivity. Thus, in turn, achieves results.
Throughout my IT career, I have worked in a male dominated field. At times, I wasn’t taken seriously, then experienced Imposter Syndrome. Yet, I have successfully navigated the career ladder to become an authentic leader in my corporate life.
I understand how the imprinted beliefs you hold and the environments you work in can trigger behaviour that may hold you back and halt your progression.
I have been in the corporate world for over 10 years. Working in IT, specifically Service Delivery Management; within Retail (head office) and Financial Services. I started my career as a Junior Service Desk Analyst. Then, worked my way to (almost) the top. I have managed strategies, global teams and budgets. I have been the only female in the room. The pink dress, in the ocean of grey suits. Presented to large and global groups, without prior notice.
So, you see, I know what it is like to grow and progress, along with, overcoming obstacles as you build your career. I also know how it feels to aspire to step up to the next level but not also not being too sure on how to put one foot, in front of the other.
To add to my corporate background and to what I believe is key, ethical and professional – I am currently undertaking a Professional Coaching Diploma with Full Circle Global. Specialising in Career Development, Full Circle Global are approved by the International Coaching Federation (ICF) as a training provider.
With this qualification, I became a member of the ICF Gold Standard Coaching Body, where I am working towards gaining ACC level accreditation.
In addition, I also have a Neuro Linguistic Programming (NLP) Practitioner & Coaching qualification accredited by NLP Association of Excellence. Additionally, I have a Cognitive Behaviour Therapy (CBT) diploma which was awarded by Renaissance Therapy.
A book-worm at heart, I read a lot around coaching, emotional intelligence and psychology. This adds to my learning journey and growth as a coach and as a human being.
What to know more about me? Check out my about page: HERE
Have you ever wondered what coaching is all about?
The demand for coaching has grown in recent years and continues to do so. To start with, I want to ask you a question – What is your understanding of coaching?
The ICF (International Coaching Federation) defines coaching as ‘partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.’
Thus, coaching is a conversation, or a series of conversations, that one person has with another. What makes the conversation different is the impact the conversation has on the person being coached. An effective coaching conversation challenges, guides and encourages someone’s understanding, learning, behaviour and progression.
Working collaboratively at the same pace.
Conversations with purpose.⠀
Breaking new ground which can be challenging yet encourages a deeper conversation (& outcome).
Change the way you think (e.g. remove limiting beliefs that could be holding you back). ⠀⠀
Coaches are great in identifying when a client can be shying away from the wider picture and pointing out (with the client’s permission) any limiting beliefs that may be keeping them back from achieving what they want. A good coach will push individuals to the limits and will help them grow and get what they really want out of their life as a whole.
As an individual, you may work really hard in your life, however at some point we all hit certain walls and have blind spots. A good coach can help you recognise and address them.
Unfortunately, the coaching industry is not as regulated as other “helping” professions such as, therapy and NHS Mental Health related support. Many people call themselves coaches but they have no idea what coaching is and some have never been trained by a credentialed coach and course. This can be problematic, as due to the lack of such regulation, the quality of coaches will vary as well as give the coaching profession a bad name and reputation.
So, when looking for a coach, be prepared to interview a number of professionals, review their background and experience, and check out their qualifications. A good starting point is to identify whether the coach has been accredited by the International Coaching Federation (ICF). Don’t be shy in asking for testimonials, reviewing their LinkedIn pages and checking out other social media profiles like Instagram, Facebook and Twitter. You can also ask to see proof of insurance and even look them up on Companies House.
While the coach is not your colleague, friend or mentor, they will support and help you to succeed and reach your desired goal. The right coach will hold you accountable and challenge you in ways that may feel uncomfortable at times. However, with their support you can grow, learn and succeed. An experience coach will never tell you what to do or even offer advice. Instead, the role of the coach will help you identify your options and come up with the best choices based on the goals you want to achieve.
Coaching is about using the right type of questions. Questions hold the power to cause us to think, create answers from ourselves, that we believe in and act on our ideas. Asking questions moves us beyond passive acceptance of what others say and do. Questions honour you as a person and communicate your values as an equal.
It is important to note, that coaching is confidential, safe and is proven to work.
Do you ever find yourself thinking: “there’s got to be more to life than this” or “I’ve tried everything to make my career a success, but nothing’s working” or “there’s something holding me back and I don’t know what it is,” – Does any of this sound familiar?
Perhaps you feel a little overwhelmed, from having too many options as to what to do next, or mastered the art of procrastination, not knowing how to get started or you may lack the confidence to take action to achieve your dreams. This tends to happen when there is a misalignment between what you want at the conscious level and the unconscious patterns, beliefs, behaviours, habits and programs that are running in the background.
On the surface, you are saying “I want to do THIS” but underneath, the unconscious mind is doing everything in its power to prevent the “this” from happening.
Mindset coaching will help uncover the beliefs, blocks, behaviours, habits and patterns of thinking that is preventing you from living the life or creating the career you desire.
As a Career & Mindset Coach I am qualified and experience in two neuroscience-based and therapeutic techniques: Neuro-Linguistic Programming (NLP) and Cognitive Behaviour Therapy (CBT).
This is in addition to my knowledge and experience with more traditional coaching practices as a certified Professional Coach. All this together, are the tools to gain deep insight and understanding of your mindset and the way you think and show up in the world. All techniques that we work on together, you will easily be able to apply in your day to day as they are designed to shift perception, change minds and therefore change lives.
The Career & Mindset Coaching programmes are designed around you. They are accessible, flexible and affordable. I’ve made sure of that.
Career & Mindset Coaching with me provides you with the dedicated time, space and effort to sit with a ‘neutral’ someone and your aspirations, analysing and working together to really define your Career & Mindset steps and creating an action plan to help you achieve them.
Clients have gained direction, focus, and confidence from working with me, leaving them less overwhelmed and confused about the future of their career. By exploring your values, personality, drivers and strengths, you can move forward with your career armed with tools and techniques to continue to thrive.
The starting fees, take into account my breath of knowledge and experience, coaching qualifications as well as the incredible value and life-long benefits that coaching provides. Coaching sessions are not a quick fix but an investment of time, commitment, energy, and accountability towards your future, and how it turns out.
First coaching session can be up to 2 hours
Remaining sessions are between 1 hour to 1 hour 30 minutes
Each session is tailored around you
Sessions can be via phone call, video call or face to face
Signing up to Career & Mindset Coaching with me is your first step in taking charge of your future, and carving out a happy, fulfilling, and successful career and mindset. You’ve got this!
Last year, became a year of change. From new routines, altered shopping habits and different ways of socialising. We were all forced to embrace change and still continue to ride a change wave in 2021…
In this article, I explore how change can impact organisations, people and provide knowledge to those who are interested in this subject or are going through an organisational change or even a career change.
What is change?
In simple terms, change is to make or become different. Or replace/exchange something. Change is the situation such as to move house, to wear something different or to do a different job. It is about doing things differently, seeing things in a new way, as well as adjusting and adapting to ideas.
There key factors to take into consideration when it comes to change are:
Change affects everyone differently; there is no “normal.”
Change is an essential element of the world and it must be accepted. (Even a Pandemic World type-of-change)
Adapting to change is about the attitudes we have.
We have to grieve for what we are letting go of.
Change is an opportunity for self-motivation and innovation.
We can identify strategies for accepting and implementing our changes
How does change impact organisations and its people?
When applying change to an organisation, a quote from William Bridges springs to mind: ‘It isn’t the change that do you in. It’s the transition’
Let’s look at a really simple example to explain change to an organisation: Change is a new mobile phone (say from basic phone to a smartphone). Transition is learning how to use it.
With the new smartphone, you will be excited by the newness, the style, things you can do, the apps and pictures as well as the productivity.
However you are also a little anxious and uncertain – what if you don’t know how to use it properly? What if all your contacts are not there? What if I download the wrong app?
It is about addressing how that change will affect you. When applying change at an organisation, like the new mobile phone example, it is about covering all bases and knowing whatever the change you put in place, you will need a transition period to ensure maximum results.
Three phases of the change
There are three phases, which was established by William Bridges who believes, that changes isn’t necessarily the problem; the change is the situation. People have difficulty with the transition.
The transition isn’t optional and we must all go through the three stages to accommodate ourselves to any change:
All change begins with an ending. This first phase of change transition begins when people identify what they are losing something and then to learn how to manage these losses. They determine what is over and being left behind, and what they will keep. These may include relationships, processes, team members or locations.
What do you need let go of? What will you be keeping?
This is a time to complete endings and begin new patterns. The second step comes after letting go: the neutral zone. People go through an in-between time when the old is gone but the new isn’t fully operational. It is a time to support others. It is the very core of the change transition process. This is the time between the old reality and sense of identity and the new one. People are creating new processes and learning what the new roles will be, but it’s in a state of change and doesn’t feel comfortable yet. To perhaps plant the seed for the new beginning.
What new habits or processes are you putting into place?
It has been said that organisations think about beginnings long before people do. There is often conflict between the companies motivation and the critical mass/ people to make it happen, so it is essential to get people involved, especially those who are leaders and can of course influence. At this stage, Beginnings involve new understandings, new values and attitudes. Beginnings are marked by a release of energy in a new direction – they are an expression of a fresh identity. Well-managed transition allows people to establish in new roles with an understanding of their purpose, the part they play, and how to contribute and participate most effectively. They are reoriented and renewed.
How is your new beginning better than before?
Let’s look at the Change curve model
The Kubler-Ross Change Curve, something you have probably seen before. It is used across businesses globally showing the 5 stages of emotional response to change, which are denial, anger, bargaining, depression and acceptance. This model was introduced by Elisabeth Kubler-Ross in a book called ‘Death and Dying’ – After publication the model was widely accepted and it was found that it was valid in a majority of cases and situations relating to change.
In the times we live in right now this change curve seems more than applicable. The entire world are on it and at different points on any given day.
Here is an example of how we are all currently going through the change curve:
Shock – “OMG, Are we really living through a global pandemic??”
Denial – “We will back in the office in no-time”
Frustration – “I am so over lockdowns. I want to go back into work. I want to go out and socialise.”
Depression – “I’m so upset, I just want to be back at work, I am so stressed there is so much to do and my company have invoked a recruitment freeze, so I can’t get support for my team.”
Experiment – “Working from home is still happening for the foreseeable future, let’s think about what’s not working and try out new approaches. Instead of working on the sofa, I will buy a desk and set up a mini office in my spare room.”
Decision – “With my new desk and attitude, I got a lot more done today!”
Integration – “After lockdown I may now even ask to work from home more often!”
Does any of this resonate with you? Where are you in the change curve?
Did you know that you could be on one change curve or several. Here are the most common changes we are experiencing:
Feelings of shock, denial, and frustration are all natural responses as we seek to resist change. This is normal since change means loss. But as we begin to acknowledge what we have lost and begin to feel sadness or depression about it we are then moving closer to acceptance.
Well that is up to you. If you are going through change now or the next time you go through change both personally and professionally, here is an exercise that you can use to help understand where you are and support yourself on the journey:
Write out your change “problem” statement.
Draw your curve(s) and ask yourself , where am I on the curve right now?
Ask yourself, the 5 whys around your feelings (there is no wrong answer).
Next, think about support: who can I talk to about where I am on it?
When you are ready, start to put steps in place to help you move along your change curve.
For time and the world do not stand still. Change is the law of life. And those who look only to the past or the present are certain to miss the future. – JFK
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“A challenged world is an alert world. Individually, we’re all responsible for our own thoughts and actions – all day, every day.
We can all choose to challenge and call out gender bias and inequality. We can all choose to seek out and celebrate women’s achievements. Collectively, we can all help create an inclusive world.
From challenge comes change, so let’s all choose to challenge.”
IWD sees a number of MISSIONS to help forge a gender equal world. Celebrating women’s achievements and increasing visibility, while calling out inequality, is key.
IWD looks at: Women and Tech, Women Creatives, Women and Support, Women’s Health, Women at Work and Women’s empowerment.
International Women’s Day is powered by the collective efforts of all
Collective action and shared ownership for driving gender parity is what makes International Women’s Day impactful. Gloria Steinem, world-renowned feminist, journalist and activist once explained “The story of women’s struggle for equality belongs to no single feminist nor to any one organization but to the collective efforts of all who care about human rights.” So make International Women’s Day your day and do what you can to truly make a positive difference for women.
For me I think I choose to challenge, pretty much every day from being a female in a male dominated role to challenging the way we do things within our society. I am proud to be a woman and I am proud to challenge the status quo, for eventually one day the world will be more of a balanced and equal place.
Starting Monday 1st March 2021 – I am hosting a Coaching Series via Instagram. This will be a 6 week series occuring every Monday from March 1st at 08:30am GMT
⌚️Duration: up to 30minutes
Agenda: 🍍Monday 1st March: Being true to yourself 🍍Monday 8th March: Fear of Failure 🍍Monday 15th March: Building Resilience 🍍Monday 22nd March: Personal Branding 🍍Monday 29th March: Getting unstuck (in this current climate) 🍍Monday 5th April: Self-Management and Sustainability
📲Requirements: Instagram account or access to an Instagram.