Being a leader can be challenging at times; you need to get the best of yourself so that you deliver in the present moment whilst also thinking strategically and preparing for the future, doing so sustainably by looking after your own wellbeing. And you need to sustainably get the best of your team, something that might feel easier if their working style is similar to yours and more difficult if it isn’t.

Kingfisher Coaching’s mission is to help leaders to sustainably get the best of themselves and their teams and we call this Empowering True Strength. We do this through providing leadership development programmes, workshops, coaching (both online and in-person) in addition to writing, blogging, speaking/keynoting at conferences, and publishing a podcast.

Our offerings can be online, in person, or a combination of both and are bespoke to each client, but please click on the tabs below for more information about the sort of things we do for our clients:

Our’ Empowering True Strength for Leaders’ programme is designed to empower leaders to sustainably get the best of themselves and their teams, and includes the following modules:

1 – Getting the best of yourself – part 1

We’ll work through an approach to self-directed learning to encourage participants to own their learning journey before exploring the results of the CliftonStrengths assessment to help participants gain a deep understanding of their talents (and how to use them well so that they turn into strengths) as well as understanding their areas of lesser talent (and non-talent). Participants will engage in coaching conversations to help each other identify how to use their dominant talents, how to avoid overusing strengths (to the point at which they flip to weaknesses), and how to mitigate weaknesses.

2 – Getting the best of yourself – part 2

Building on the foundation of session 1, we’ll use the Kingfisher Coaching ‘SMART’ (Strengths, Mindset, Action, Resilience, Truth) model to help participants to identify how can they thrive, raising their performance whilst being resilient. The mindset component of this will include a deep dive into the ‘ABCDE’ technique, helping people to challenge irrational thinking in both themselves and others. We’ll explore a case study of imposter syndrome, and participants will have the opportunity to apply this to their own thinking processes.

3 – Getting the best of others (people management)

Gain a deep appreciation of the talents of others, appreciating that others will succeed differently.
Learn how to apply the building blocks of effective people management:
– How to delegate effectively
– How to empower people, giving them appropriate headroom and avoiding micro-management
– How to provide high-quality feedback, including appreciation, and how to have difficult conversations
– How to coach staff, and support their growth and development
Learn how to make make sense of team performance and identify the steps required in building and sustaining an effective team.

The content is tailored to the needs of each organisation and will always be personalised to deal with whatever topics people raise. The programme can be run in combination with coaching sessions,  mentoring, action learning, and 360 feedback.

Client Feedback

Didi Kirova
Head of Learning
Reward Gateway

Working with Ian has made a huge impact on Leadership Development for us. Not only have sessions had the highest attendance and most positive feedback than ever before, but we’re able to support our Managers with practical and timely sessions and content that’s fresh, engaging, tailored to our audience, and delivers on our learning and company objectives.

Ian makes it easy and fun to work together, is always happy to support outside of our work arrangements, such as providing content for our monthly manager newsletter, and his thoughtful interactions with our teams have sparked many positive leadership changes.

Dr. Nick Donovan
College Principal
BIMM Institute Berlin

I just wanted to send a follow up to yesterday’s training session and thank you for such a great day. Previously we have had training and, while some of it was worthwhile and getting towards the goals or issues we wanted to explore, it didn’t quite get there. Yesterday not only got us feeling good and back in touch with each other (by virtue of a stranger bringing us into the same room and getting us to talk) but looking the positives in our work as well as how to address the negatives (not just focusing on what the negatives are). This might sound quite obvious and all in a day’s work for you but for us it was a new training experience and one that will hopefully give us real opportunity for growth.

Rachel Dunscombe
Tektology/BMJ Leader/NHS Digital Academy/KLAS

Ian provided an amazing leadership programme for my teams – giving them confidence, self reflection and putting a bounce in their step. Ian has an ability to work with individuals and groups to reflect on their strengths and look at how they can leverage them. I loved seeing the video at the end – lots of smiles and it has brought the teams closer. Thanks Ian

We run a number of standalone workshops which might be as short as 1-hour, or can be a half or full day. Here are some examples:

Half-Day team strengths workshop (using ‘Top 5’ strengths from Gallup StrengthsFinder)

Learning outcomes:
– Participants understand the power of strengths and how strengths (and weaknesses) impact performance
– Participants appreciate their own strengths and how to get the best out of themselves, improving their performance by ‘being more you’
– Participants understand each other with an emphasis on valuing the diversity of talent
– There is a shared view on the overall shape of the team from a strengths perspective, along with any agreed actions to balance the team and make the most of individual strengths
– Participants develop an action plan for how to make the most of their strengths.

Full-Day team strengths workshop (using ‘Full 34’ strengths from Gallup StrengthsFinder)

Learning outcomes:
– As for the half-day workshop, plus:
– Participants gain a deep understanding of why they do what they do and behave the way they behave, based on understanding their strengths and weaknesses.
– Participants understand how they might overuse certain strengths.
– Participants develop a detailed action plan for how to manage their weaknesses.

Resilience workshops

We speak at conferences and run resilience workshops for a number of organisations (including the NHS).

The Resilience workshops are delivered as 1-4 hour sessions to enable participants to:

– Understand resilience

– Notice resilience (both in themselves and others)

– Discuss resilience (through a shared language)

– Reflect on their own resilience and identify actions needed to develop and sustain it

– (For leadership teams, to help them to lead by example)

Client Feedback

Sarah Williams

Principal (VP) Head of EMEA Tax

Walt Disney Company

I hired Ian for a strengthfinders teambuilding day. The session was great, really positive and informative. Ian was a great co-ordinator, really positive and created a very open and trusting environment which meant we got the most out of the day as a team. Ian had some great team insights and experience which we could use and benefit from. I would fully recommend Ian and the strengthfinder session.

Marion Page

Global Director Clinical Strategy Enablement


The team loved Ian. He felt part of the team, could answer our process questions without being too theoretical, and we all felt it was incredibly valuable to have him coaching us to understand our strengths, possible areas of weakness to watch out for, and how to support each other in difficult situations. We even had time to film the most amazing elevator speech, which Ian superbly edited for communication to 3000 people, exceeding our expectations! We look forward to further work with Ian

We have extensive experience of coaching people at all levels in an organisation. Our coaching can take the form of a short-term intervention with a specific focus (to help the client make the most of an opportunity or deal with a particular challenge) or can take the form of a longer-term coaching relationship. Coaching can be conducted online or in person. We mostly work with organisations but do sometimes work with individual clients.

A coaching relationship typically starts with a discussion to agree some ‘coaching objectives’, which might be a discussion between coach and client, or might be a three-way conversation including the client’s manager. Most coaching engagements last for between 4-6 2-hour sessions and then will conclude with a review of the objectives agreed at the outset.

Client Feedback

Dr Stuart Eglin
Chief Executive

NHS R&D North West

Ian has been coaching me for a couple of years now. I really enjoy our coaching sessions. He brings a healthy balance of support and challenge which has really helped me to move forwards. Ian really understands how to get the best out of his client. Working from a strengths based perspective he draws out a high level of self-awareness in me and helps me to work through issues. As the leader of an organisation I need a safe space to explore issues with someone, and decide on the best course of action – Ian provides that space with great skill.

Emma Wright
Director of Information & BI

Northern Care Alliance NHS Group

Ian provides personalised, focused coaching which has proved hugely beneficial to me in my own personal development. Ian’s use of the Gallup Strength Finder to identify where strengths lie enables a tailored approach to setting coaching goals. Ian’s coaching has been invaluable to me and I cannot recommend Ian enough. He’s been instrumental in the development journey I have been on over the last nine months and I know I would not have achieved as much as I have without Ian’s support.

Martin Hackett
Supply Chain Director


I have worked with Ian for a while now and found his approach to leadership coaching to be invaluable in both my personal and professional development. I would highly recommend Ian for any organisational, both team and individual, leadership development needs.

Sue Colbeck

Associate Director of Procurement

Liverpool University Hospitals NHS Foundation Trust

Ian was assigned as my coach during a Future Leaders programme, being new to coaching sessions I found Ian to be extremely professional, easy to talk to and structured. I have since re-engaged Ian privately to continue my personal journey in leadership and Ian has successfully coached me through some challenging areas which had a very successful outcome. In addition I use my time with Ian to discuss personal development and again have had some very successful outcomes. I would highly recommend Ian for personal development coaching and I look forward to working closely in the future as I develop my new team.

Senior Leader


(National Institute for Health and Care Excellence)

Ian has a real talent for understanding the crux of the issue. He has helped me immeasurably, providing a safe space to decompress and reflect. He has a tool box of techniques and strategies that he brings into discussion in a practical and helpful way, enabling me to learn from experiences. I have grown and developed with Ian’s help and support building up my resilience and confidence to enable me to maximise my potential.

Helen Armstrong

HR Director

Kurt Salmon Associates

Ian’s expertise in coaching is first class, with an ability to support and develop changes in behaviour. With a sound commercial sense and a drive for results, his infectious enthusiasm makes him a pleasure to work with. Ian has been instrumental in uncovering and changing behaviour, styles and habits which gives people the chance to transform their careers.