Coaching & Mentoring 

 
The well-qualified F4C team is regarded with integrity in their chosen field. All work closely with well-respected organisations receiving excellent feedback from clients/ staff. Adhering to F4C’s strict code of conduct, the team maintains a professional and confidential stance supporting executives and staff in a range of areas including: 
 
Life coaching and Mentoring: A key tool in talent management and staff retention to bring a focus to career development and new/emerging opportunities. To support mid-career managers to have the vision and prepare for senior management roles. 
 
Dispute: F4C work closely with staff involved in disputes or workplace relationship issues. Their position outside the organisation is a positive benefit in bringing about a satisfactory conclusion. 
 
Career Development: To encourage and direct management and staff who are not achieving full potential. One-to-one mentoring has helped redefine objectives and focus on career and development needs. 
 
Self-marketing: Identifying key achievements and the benefits experience can bring to a new post. Effective and appropriate self-promotion whether networking or at interview. 
 
Interview Preparation: An important final stage where being prepared ensures confidence to succeed. Coaching brings a professional polish to both preparation and the actual interview – internal or external. 
 
The Interview: When organisations restructure is the moment managers and staff realise they have not had an interview for some time. A mock interview based on a relevant vacancy provides the opportunity to face the reality of an interview, respond appropriately to questions and using achievements strategically. Post-interview feedback and reflection. 
 
• Effective Working: Increasingly staff must adapt to new techniques, multi-skilling and achieving more from the working day. This may lead to a feeling of inadequacy, stress, ‘burn-out’ and an inability to work efficiently. Coaching/mentoring support the team in transition to a new way of working. 
 
• Pre-decision: Voluntary severance or early retirement may be options within transitional change. Discussing the impact of decisions and possible new directions can help managers and staff make informed decisions. 
 
Financial: One-to-one discussion with one of our team of Independent Financial Advisers regarding the impact of possible voluntary severance, redundancy or retirement decisions. 
 
Third Phase Planning: Issues are explored which address all aspects of this major life- change with those considering priorities and preferences for a third phase lifestyle. 
 
 

Contact us for more information... 

Coaching & Mentoring
Call Di or Owen on 01206 506100 to talk about the possible. 
F4C - SUPPORTING TALENT RETENTION 
 
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