I made a move from Westpac to Google  and David was there to assist with that transition. We worked om my personal style, interactions with a new employer, and goal setting.  David can draw on multiple models and a deep understanding of business and strategy, but he does that in a fundamentally human framework.  

He also understands the stress of a workplace and always put my personal wellbeing at the centre of my performance. 

I will use David again. 

Sarah French, Industry Manager - Travel - Google

The becoming/change coaching model

The six things needed for great coaching

Experience has led to the creation of the becoming/change coaching model.  I believe that all of these elements are needed for the best coaching outcomes.

Technical knowledge: having content knowledge on leadership, or strategy, or governance, or change or... whatever is relevant to the coaching

Emotional Intelligence: I need to have the skills to really listen and empathise, and understand human relationships. After all an organisation at its core is just a series of conversations

Active learning framework: discuss, decide, implement, measure and discuss... a cycle of feedback and learning

Safety: good coaching requires safety. You need to know you'll be listened to and that your view will be resected. It's part of my mission - that everyone is accepted regardless of difference

Story checking: We tell stories to others, and to ourselves. Often those stories aren't built on facts. Reality check them, not just because you can replace them, but also to understand why you might have created the story in the first place

Accountability: set goals, make them measurable, be accountable.

I met David through the School of Social Entrepreneurs when I was participating in an incubator program. I used him as a coach then and have continued to use him since, while setting up my enterprise (Catalysr).  

David understands strategic and critical thinking and startups.  He's great at re-framing problems.  

Because of my experience with David we invited him to come on board as a coach for students in our own programs.

I highly recommend David as a coach.

Usman Iftikhar, Co-founder & COO, Catalysr

Australian delegate G20 Young Entrepreneurs Alliance

And here I am explaining the elements of my coaching model and why I think they're important.

 I've used David as a coach through two periods of change. He's thoughtful and practical in his approach, and challenged my thinking. 

Two things that I found really stood out about David - his ability to never lose sight of me in the overall issues - my wellness and strategies to look after myself. And his ability to bring the session back to the practical learning and changes that I could experiment with in the situation. 

I have no hesitation in using David again.

Mark Bebbington,  Senior Program Officer at Department of Family and Community Services 

Why do people get coaching?

To change ...

People and organisations often seek coaching in times of change. Entering or exiting an organisation, evaluating their role as a leader, or being in a rapidly changing environment are often drivers.

... or not to change ...

... or coaching might be about how to stand your ground in a difficult situation.  A board that is difficult to deal with, for example.

... or to identify the question.

And sometimes coaching is about having that second brain in the room to help reality check and define the issues.


Sometimes it's good have an independent view.  Someone in your corner with no allegiances to any person or organisation.   


And often teams get joint coaching to open lines of communication, clear up stories, and have a safe place in which to talk.