... and that's usually the reason they never book one. Not because they don't want help but because they don't know what to expect. "do I have to explain everything perfectly?" "what if I don't know what to say?" "is it just someone giving me advice?"

You're in a meeting, you have your point, and you hear yourself say, "I just wondered if maybe we could..?" The annoying part is that you already know you do it. You've probably even told yourself you should stop, but when it's a habit you've built over years, awareness doesn't change it.

Confidence does not look the same for everyone. This week, I saw challenges from interview nerves, to speaking in meetings, to holding authority under pressure.

Even though I'm experienced, qualified, and confident in my work, there are still moments where my old patterns get triggered. Intimidation, self-judgement, comparison, the inner voice that questions if I belong, or questions my worth.

If you've ever felt your face heat up, your voice tighten and shake, or your heart race while speaking, you'll know how tempting it is to try make it stop.

Not all advice is bad - some is thoughtful, asked for, and genuinely useful. But there are times where advice is unsolicited and given without enough understanding of the context. And whilst this often comes from a well-meaning place, it can feel surprisingly undermining.

What they usually mean is: I'm not comfortable talking about my experience without downplaying it, I worry about sounding arrogant, I don't want to feel like I'm performing, it feels awkward and doesn't feel like me

A conversation where they were interrupted, feedback that lands harder than expected, a moment where someone points out the exact thing they've been working on (not in a good way).. It doesn't just feel like the work isn't working, but feels like you've made things worse for yourself.

You've probably heard it a million times, I've even said it myself (despite now saying it's terrible advice): Fake it till you make it. Act confident, act capable, act like you belong (and eventually people will believe it.. maybe even you will believe it too..) Sounds good on paper, but in practice it's not so helpful. Here's why and what you can do instead.

A lot of the clients I work with are logical, thoughtful, capable people. They are good at weighing up pros and cons, they understand consequences, and are not impulsive decision makers. But, they often come to coaching feeling stuck. And usually, it's not because they don't understand their options - it's because logic is competing with emotion, responsibility, guilt, or fear (and logic is losing).

Here's 5 steps you can take to turn any interview question into a behaviour-focused answer that shows your skills, thinking, and alignment with company values.

This morning, I started thinking about my younger self and how proud she would be of the person I've become. So here is a list of things my younger self would be proud of.

In the UK, a lot of us grow up learning that confidence should be subtle. You don't want to show off or make things awkward. You're encouraged to work hard, keep your head down, and hope the right people notice.

You don't feel like this with everyone. You can walk into a meeting with colleagues you know well and speak with confidence. You can answer questions, give advice, even challenge ideas. And then there's that person.

You sit down for an interview, the question is asked, and your mind goes blank. You know you've done things at work. You've solved problems, handled challenges, learned new skills. But in the moment, you can't think of an example and you worry what you have done doesn't sound good enough. Sound familiar?

You don't need coaching because you're not capable. You need coaching because you're capable, and you keep second-guessing yourself. You already know what to say, and that's the most frustrating part. In your head, things are clear, logical, well thought through. But the moment you're in the room, on the call, in an interview, or speaking to someone senior, something changes.

You might have heard it from a friend, a self-help book, or a productivity instagram account. They say that sharing your goals makes you less likely to achieve them. It's not completely wrong, but the idea is often oversimplified.

We often talk about setting goals, building habits and changing behaviours. We talk less about how to reflect properly while you're in it, especially when things don't go exactly to plan. In this post, I'm sharing how I reflect on progress in a structured way, using three real examples from my own work and life.

We've all been there. You pitch an idea, run a meeting, lead a project, or try something new, and it doesn't go the way you imagined. So what do you do when it happens?

Do I need a coach? It's a question a lot of people ask, whether they're thinking about career growth, personal development, or achieving specific goals. In this post, I debunk some common myths about coaching and show how it can support goal setting, career profession, confidence, communication and more.