Blog

A collection of thoughts from the Puffin Team

The Quiet Work of Confidence

Why Sustainable Growth Happens Behind the Scenes

Confidence is often framed as something visible: speaking up, taking risks, being assertive.

But the most sustainable confidence I see in my coaching work is often built quietly, long before it shows up publicly.

It’s developed through reflection, consistency and trust in oneself, not through performance.

Many professionals believe confidence will arrive once they reach a certain point: a role, a milestone, a recognition.

But confidence rarely appears at the finish line. It’s built during the process.

Confidence Is Internal First

True confidence is internal before it’s external. It grows when people understand their strengths, acknowledge their limits and act in alignment with their values.

In coaching sessions, confidence often strengthens when someone:

• Stops comparing themselves to others

• Recognises patterns of self-doubt

• Reframes mistakes as learning rather than failure

None of this is dramatic. It’s quiet work, but it is also transformative.

Why Quiet Confidence Lasts

Confidence built on validation is fragile. Confidence built on self-trust endures.

I’ve seen professionals regain confidence not by changing their role, but by changing how they relate to themselves within it. They learn to pause, question unhelpful narratives and make deliberate choices.

Over time, that internal shift becomes visible.

Communication improves. Decisions become steadier. Leadership presence grows naturally.

Coaching as a Space for Quiet Growth

Coaching provides space for this work away from performance, judgement, or expectation. It allows people to think clearly, reconnect with what matters and rebuild confidence from the inside out.

The result isn’t louder leadership. It’s confident leadership.

Also, if you’re waiting to feel confident before you act, consider this:

Confidence may come because you act thoughtfully, consistently and in alignment with who you are.

The quiet work matters more than you think.

Clarity Before Confidence

Why Pausing to Think Is a Leadership Skill

In fast-moving environments Leaders are expected to respond quickly, project certainty and act confidently (even when the ground beneath them feels anything but stable).

But in my experience, real confidence rarely comes from having all the answers. It comes from clarity and clarity requires space.

In coaching conversations, I often meet capable leaders who feel under pressure to act before they've had time to think. They worry that pausing will be seen as weakness, uncertainty or indecision. Yet it's precisely this pause that allows better decisions, stronger communication and more sustainable leadership.

Why We Rush

Modern working cultures reward speed.

Emails expect instant replies. Meetings move quickly from problem to solution.

Leaders are praised for being "on it".

But speed without clarity creates noise. Decisions made too quickly often require revisiting. Conversations held without reflection lead to misunderstanding. Confidence built on urgency rarely lasts.

Clarity, on the other hand steadies leadership. It allows you to articulate what matters, what's changing and what you need from others.

Clarity as a Leadership Practice

Clarity isn't something you either have or don't. It's something you practise.

In coaching, I encourage leaders to build short moments of reflection into their working lives.

That might mean:

• Pausing before responding to a challenging message.

• Taking ten minutes after a meeting to reflect on what was really said.

• Asking one thoughtful question instead of offering an immediate solution.

These moments don't slow leadership down, they strengthen it.

One senior leader I worked with described how shifting her approach transformed her confidence. She stopped feeling the need to fill every silence. Instead, she allowed space in conversations. Her team began contributing more openly and decision-making improved. Her confidence grew not because she spoke more, but because she paused, listened and spoke with greater clarity.

Communication Flows from Clarity

When leaders lack clarity, communication becomes defensive or over-explained.

Messages are diluted by uncertainty, even when delivered confidently.

Clarity allows communication to be calm, purposeful and honest.

It enables leaders to say:

• This is what we know.

• This is what we don't yet know.

• This is what we're focusing on next.

That kind of communication builds trust, particularly in uncertain times.

Confidence Follows

Confidence isn't about certainty. It's about alignment.

When your thinking, values and communication are aligned, confidence follows naturally.

Leaders who give themselves permission to pause don't lose authority.

They gain perspective.

Before your next important conversation or decision, ask yourself this vital question:

Have I given myself time to think clearly?

Because clarity isn't a luxury.

It's a leadership skill.

Career Crossroads

Coaching for Confidence in Times of Transition

Career transitions come in many forms - a promotion, redundancy, a move to a new sector or a return from a career break. Each brings opportunity, but also uncertainty.

It’s easy to underestimate how disorienting change can feel, even when it’s positive. Confidence wavers. The familiar rhythm of work shifts. The question “What next?” can feel exciting one moment and daunting the next.

As a coach, I often work with professionals at these crossroads. They’re capable, experienced people who suddenly find themselves questioning what they really want from their next chapter and how to navigate the change with confidence.

Understanding the Transition Curve

Change is rarely a straight line. There’s a natural emotional curve: initial optimism, followed by doubt, reflection and eventual adaptation. Recognising this helps normalise the experience.

At times of transition, people often feel a loss of identity - a sense that their professional self is being rewritten. Coaching provides space to explore that, to reconnect with strengths, values and purpose.

Coaching for Confidence

Confidence doesn’t mean having all the answers. It means trusting that you’ll find them.

In coaching, I encourage clients to shift their perspective from uncertainty to opportunity.

Questions that help include:

• What parts of your previous role energised you most?

• What values do you want your next chapter to reflect?

• What would confidence look like in practical terms?

Confidence is built through clarity and action, not waiting for certainty, but taking small, informed steps towards it.

Practical Steps for Moving Forward:

  1. Take stock. Reflect on what you’ve learned and what’s important now.

  2. Seek feedback. Sometimes others see strengths you’ve forgotten.

  3. Rebuild your narrative. Your experience is still yours; it just needs a new context.

  4. Find support. Coaching, mentoring, or trusted colleagues can help you stay grounded and focused.

Every transition has two sides: what’s ending, and what’s beginning. Coaching helps you move from one to the other with purpose and confidence.

If you’re standing at a career crossroads, remember: uncertainty is not failure,  it’s growth in disguise.

Change isn’t about reinventing yourself completely. It’s about rediscovering who you are and choosing what comes next with clarity and courage.

Is your career at or approaching a crossroads? If so, and you would value support, get in touch.

From Resolution to Real Change

Coaching for Achievable Growth

Every January, we’re surrounded by talk of resolutions - the promises to eat better, work smarter or finally achieve that elusive balance. Yet by February, many of these good intentions have quietly disappeared.

The problem isn’t a lack of willpower. It’s resolutions that often focus on what we want to change, without enough attention to how we’ll make those changes sustainable.

In my coaching work, I often see professionals fall into the “January trap”: setting ambitious goals in the excitement of a new year, only to feel deflated when life resumes its usual pace.

The truth is, real change doesn’t happen through grand gestures or overnight transformation. It happens through consistency, reflection and small, achievable steps.

From Motivation to Momentum

The energy of a new year can be helpful and it creates a natural point for reflection and renewal. But motivation fades quickly if goals feel too rigid or unrealistic.

Instead of asking What do I want to achieve this year?, a more helpful question is:

What needs to change to get me to where I want to be?

This reframing shifts focus from outcome to growth. It encourages flexibility, curiosity and learning, which are qualities that make change sustainable.

For example, one of my clients began last year determined to “become a better leader.” After exploring her values and communication style, she reframed the goal into smaller, measurable actions: giving more constructive feedback, scheduling regular one-to-ones and asking her team what they needed from her.

By December, she hadn’t just become “a better leader”, she had built a stronger, more confident team.

Coaching for Sustainable Change

Coaching supports this process by helping individuals pause, reflect, and define meaningful goals. It’s not about accountability in the punitive sense, but about awareness, understanding what’s driving you and what might hold you back.

Some practical coaching questions for January:

• What goal genuinely matters to me this year - and why?

• What would progress look like in three months, not twelve?

• What small step can I take this week to start?

• What habits or mindsets might I need to let go of?

The most powerful changes are rarely the most visible ones. They’re the quiet shifts in confidence, clarity and self-belief that build over time.

The Role of Reflection

A resolution without reflection becomes another task on the list. But reflection, honest, curious, and kind, turns goal-setting into growth.

If you’ve already stumbled with your January goals, that’s fine. It’s part of the process. The important thing is not to abandon the journey altogether but to revisit what really matters.

Resolutions can fade, but intentional growth lasts.

So, instead of chasing perfection this year, focus on progress. Reflect, adjust and keep moving forward one deliberate step at a time.

Because real change doesn’t come from a fresh calendar. It comes from a fresh mindset.

If you would like to discuss your goals for the month, please feel free to get in touch.

Coaching for Change

How to Lead with Purpose in Uncertain Times

As the year draws to a close, many leaders are reflecting on what’s next  for their organisations, their teams and themselves. Today, uncertainty is the new norm, not the exception, and the rapid pace of change can feel relentless.

The challenge is how to lead purposefully through it.

In my coaching work, I see a common thread among effective leaders, which is that they rarely wait for absolute certainty before acting. Instead, they lead with purpose , with clarity of intent, confidence in communication and care for people as they move forward.

Purpose as a Leadership Anchor

When the external environment is unpredictable, purpose becomes an anchor. It helps leaders make decisions based on principles, not panic. Purpose doesn’t remove uncertainty, but it provides direction through it.

For one client leading a restructuring programme, reconnecting with her leadership purpose transformed her approach. Instead of focusing solely on process, she focused on people , communicating openly, listening carefully and showing empathy. The outcome of doing so wasn’t just a smoother transition; it was a stronger, more unified team.

Coaching Through Change

Coaching supports leaders to hone their thinking, identifying what matters most and responding with intention. It encourages reflection rather than emotional reaction.

In uncertain times, this matters more than ever. At such junctures, coaching helps leaders:

  • Clarify their purpose and communicate it clearly.

  • Build resilience and confidence.

  • Create space for honest conversations.

  • Maintain focus on people, not just performance.

The result of taking on board the above principles is leadership that feels grounded and human  -  the kind of leadership that inspires trust even when circumstances are challenging.

Leading with Purpose in Practice

Purpose-driven leadership shows up in small ways:

  • Acknowledging the impact of change on others.

  • Sharing what you know and admitting what you don’t.

  • Aligning daily decisions with your values.

Purpose isn’t something to declare once a year at a strategy meeting. It’s something to demonstrate daily.

A Reflection for the Year Ahead

As you look towards 2026, take a moment to reconnect with your own purpose as a leader.

What drives you?

What values guide you?

What kind of leader do you want to be in uncertain times?

When we lead with purpose, uncertainty becomes not only manageable but also meaningful.

Small Steps, Big Shifts

How Incremental Change Builds Long-Term Impact

When we think about progress, it’s tempting to picture big, dramatic moments; the promotion, the breakthrough, the bold decision that changes everything. But in reality, meaningful progress rarely happens in one sweeping move. Rather, it’s usually the result of small, consistent actions taken over time.

In coaching, I often describe change as a series of incremental shifts. It’s the quiet commitment to doing one thing differently today that, over months or years, creates lasting transformation.

Why Small Steps Matter

Big goals can be inspiring, but they can also be paralysing. When the end point feels distant or unclear, motivation fades. Small steps, on the other hand, make progress visible and achievable.

By taking such small steps, each action - a single conversation, a boundary set, a reflection noted - builds momentum. Change becomes something you do, not something you wait for or have done to you.

I recently worked with a senior leader who wanted to rebuild her confidence after a challenging year.

Instead of setting a vague goal to “feel more confident,” we identified small, tangible actions: reconnecting with trusted colleagues, revisiting positive feedback and acknowledging one daily success.

Within weeks of adopting this approach, within weeks, her perspective had shifted. She hadn’t reinvented herself, she’d simply reestablished her confidence one small step at a time.

The Psychology of Progress

Our brains respond to progress. Even a minor step triggers a sense of achievement that motivates us to continue. This is why breaking down challenges into manageable actions isn’t just practical - it’s powerful.

In organisations, I see this play out when teams start with small, visible wins during periods of change. These can take the form of a short, effective team check-in or a clear meeting purpose, or even a shared reflection at the end of the week. Over time, those habits build trust, cohesion and confidence.

Change doesn’t need heroics, but it does require consistency.

Turning Intention into Action

So how can professionals apply this thinking?

  1. Start where you are. Identify one small step you can take today towards a goal that matters.

  2. Be specific. “Communicate better” is abstract; “schedule one open conversation with my team this week” is actionable.

  3. Celebrate micro-wins. Every action counts, so recognise what’s working before moving on to what’s next.

  4. Reflect regularly. Small steps are most effective when they’re reviewed. For example, try asking yourself what’s changed and then consider your next step?

When we approach change as a journey of many small steps, setbacks become easier to manage because progress is no longer all-or-nothing.

My Coaching Perspective

As this year draws to a close, many professionals are reflecting on growth and direction. My advice right now is simple - focus on the small shifts that have already moved you forward because they’re the foundation for what comes next.

Sustainable change doesn’t come from doing everything differently. It comes from doing one thing differently and keeping at it.

Finally, bear in mind that change is cumulative.

Every small action contributes to a bigger shift.

So, as you think about your own development, ask yourself the following simple question:

What one small step can I take today that my future self will thank me for?

The answer may surprise you.

Redefining Success

Coaching for a Career That Fits Your Values

For many of us, the word success comes with a script we never consciously chose. From an early age, we absorb messages about what it should look like: promotions, financial rewards, titles, or visible achievements. For a while, those milestones can feel motivating. But at some point, many professionals reach a crossroads where the definition of success they’ve been following no longer fits.

This realisation often emerges quietly. A sense of restlessness. A feeling that work achievements ring hollow. A question that won’t go away: Is this it?

As a coach, I hear this more often than you might imagine.

Talented, capable professionals begin to recognise that their values have shifted and that success needs to be redefined to reflect where they are now.

Why Success Needs Redefining

Success is not static. What felt right in your 20s may not align with your priorities in your 40s or 50s. Life events - becoming a parent, experiencing loss, caring for relatives, or simply growing older - reshape our sense of what matters most.

The challenge is that organisational cultures and external expectations rarely make space for this. We’re often encouraged to keep climbing the ladder, even when the ladder is leaning against the wrong wall.

Redefining success means asking: Does the life I’m building align with my values?

Practical Strategies for Realignment

Redefining success doesn’t require a dramatic career change, though for some, that may be the outcome.

More often, it involves small, deliberate adjustments.

Here are strategies I share with clients:

1. Identify your current values.

Write down the principles that matter most to you today. Not the ones you think should matter, but the ones that genuinely guide your decisions.

2. Audit your calendar.

Look at how you spend your time. Where are you aligned with your values, and where are you compromising them? This exercise can be eye-opening.

3. Set new markers of success.

If collaboration matters more to you than competition, then success might look like building strong partnerships. If balance is important, success might be measured in time reclaimed for family, hobbies, or rest.

4. Experiment with small shifts.

Try saying no to opportunities that don’t align. Volunteer for projects that do. Small steps build momentum and confidence.

5. Seek support.

When redefining success feels daunting, conversations with a coach or mentor can provide clarity, accountability, and encouragement.

The Role of Coaching

One of the most rewarding aspects of coaching is helping clients find the courage to reshape their careers around what truly matters. This doesn’t always mean walking away from their current role. More often, it means reframing how they approach it, negotiating boundaries, or rediscovering purpose in familiar settings.

When success is redefined in alignment with values, the impact is profound. People feel less drained and more energised.

Teams benefit from colleagues who are more engaged and authentic. Organisations benefit from leaders who model purpose-driven choices.

A Personal Reflection

I’ve redefined success in my own career more than once. Early on, I equated it with professional recognition. Later, I discovered that success meant working with integrity, supporting people through change, and balancing that with the other parts of my life I value deeply.

The process wasn’t easy, but it was liberating.

Success, once redefined, became far more sustainable.

If you feel that the traditional markers of success no longer serve you, you’re not alone.

Redefining success is not a failure - it’s an act of growth.

So, take time to reflect:

  • What does success look like for me now?

  • Where am I most aligned with my values?

  • What small steps could bring me closer to a career that truly fits who I am today?

Success that aligns with your values doesn’t just feel better.

It lasts longer.

Building Resilient Teams

Why Confidence and Communication Matter More Than Ever

In the current uncertain world, resilience is no longer a “nice to have” - today it’s essential.

Organisations face constant pressure: market shifts, technology disruption, tighter budgets and increasingly complex customer demands. Leaders are often told their role is to “make teams more resilient,” but what does that really mean?

Resilience isn’t about expecting people to endure endless pressure. It’s about creating conditions where teams feel supported, capable and ready to respond to challenges.

In my work, I’ve seen that two factors make the biggest difference - confidence and communication.

Confidence: Believing in the Team and the Self

Confidence doesn’t mean bravado or pretending everything is fine. It’s about having faith in your ability to handle what comes, as an individual and as a team.

When you feel confident, you approach challenges with a positive mindset rather than seeing threats. That shift in mindset changes everything. Teams that believe in their collective capacity recover more quickly from setbacks and innovate under pressure.

As a Leader, your behaviour plays a critical role, with confidence-building happening when you:

  • Celebrate progress as well as results - you acknowledge the small wins, not just the big outcomes.

  • Model vulnerability - by sharing your own doubts and how you’ve overcome them normalises the ups and downs of professional life.

  • Give people room to grow - trusting team members with responsibility and supporting them when they are stretched, builds capability and confidence together.

Communication: The Foundation of Trust

Resilient teams don’t just cope well, they talk well. Transparent communication builds the psychological safety that allows people to voice concerns, share ideas and ask for help.

I’ve seen teams thrive when leaders:

  • Create clarity - people handle uncertainty better when they know what’s expected of them.

  • Encourage openness - inviting honest feedback and responding constructively shows that every voice matters.

  • Listen actively - too often, communication is treated as transmission, but true resilience grows when communication is a dialogue.

When communication is strong, teams don’t waste energy second-guessing. Instead, they focus on problem-solving together.

Resilience in Practice

Resilience can feel like an abstract quality, but it shows up in very practical ways. Through facilitated workshops (such as those delivered by Puffin Communications, for example), it is possible to strengthen both communication and confidence.

If leaders can commit to sharing updates regularly, even when there isn't much news, and team members can identify small wins each week to remind themselves of progress.

Resilience does not mean avoiding difficulty.

It means facing it openly, together.

Through these kinds of changes, an organisation’s culture can move to clarity and trust.

The Leader’s Role

As leaders, we can’t control every external challenge. But we can control how we support our teams in facing them. By focusing on confidence and communication, leaders create the conditions for resilience to flourish.

The best part?

These skills don’t just benefit the workplace. When teams learn to communicate openly and trust in their own ability to adapt, those qualities carry into their wider lives. That’s the real value of resilience - it sustains people beyond the immediate challenge.

Resilient teams aren’t built overnight, and they certainly aren’t created by asking people to “tough it out.” They’re nurtured through confidence, open dialogue, and trust.

As you reflect on your own team, ask yourself:

  • How confident are we in our ability to handle challenges?

  • How well do we communicate when things get tough?

  • Your answers to those questions will tell you a lot about your team’s resilience and where you can strengthen it.

If you’d like to explore how coaching and communication can support resilience in your organisation, I’d be delighted to have that conversation.

The Keys to Effective Career Crossroads

Coaching for Confidence in Times of Transition

Reaching a crossroads in your career can feel daunting.

Perhaps you’re contemplating a new direction, wondering if the path you’ve been on still serves you.

Or perhaps you’ve taken a break (for family, health, or personal reasons) and now face the question of how to re-enter the workplace.

Or possibly change has come unexpectedly through redundancy, restructuring or shifting market conditions.

Whatever the reason, moments of transition can stir up uncertainty.

Questions like “Am I ready?” “What if I fail?” or “Do I have the right skills?” are common – and also completely normal. The good news is that career crossroads can be moments of enormous potential.

With the right mindset and support, they can even become turning points for growth and renewal.

The Emotional Side of Transition

One of the biggest challenges in career transitions isn’t technical – it’s emotional. Confidence often dips just when we need it most. I’ve seen highly capable professionals second-guess themselves when stepping into a new industry, role, or leadership level.

A coaching approach helps here. By creating space to explore fears and assumptions, and by focusing on strengths and achievements, coaching enables individuals to reconnect with their capabilities and rediscover their confidence.

Why Coaching Works in Times of Change

When you’re at a crossroads, it can be hard to see the wood for the trees. Friends and family may offer advice, but coaching provides something different - a structured, reflective space where you can define what success looks like and how to move towards it.

Some of the ways coaching supports transitions include:

  • Clarity of Direction – Working through values, priorities and goals to identify the right next step, rather than just the available option.

  • Confidence Building – Challenging limiting beliefs and celebrating evidence of skills and successes.

  • Practical Planning – Breaking big, overwhelming transitions into manageable and realistic steps.

  • Resilience and Adaptability – Developing strategies to handle setbacks without losing momentum.

I’ve worked with many clients returning to work after extended breaks who felt unsure of their place in the market. By focusing on transferable skills, reframing their career narrative and building a realistic action plan, they not only regained confidence when faced with such challenges but often uncovered opportunities they hadn’t considered before.

Practical Steps You Can Take

If you’re standing at a career crossroads right now, here are some steps to begin:

  1. Audit Your Skills and Achievements – Write down not just what you’ve done, but the value you’ve created. How have you made a difference?

  2. Reconnect with Your Values – Ask yourself what matters most in your next chapter? Is it impact, balance, growth or something else?

  3. Talk to People – Conversations spark ideas and open doors. So reach out to your network, mentors or peers for perspective.

  4. Experiment with Possibilities – Test your ideas through small projects, volunteering or additional training. Exploration reduces the fear of committing to the “wrong” choice.

  5. Work with a Coach – If you’re struggling to see the way forward, coaching offers clarity, accountability, and encouragement.

Career crossroads are not dead ends – rather, they are intersections, full of choices and opportunities.

While the uncertainty can feel overwhelming, it’s also an invitation to pause, reflect and shape the future deliberately. With the right support, you can step forward with confidence, knowing that your next chapter doesn’t have to be a compromise – it can be a breakthrough.

If you’re currently at a career crossroads and want to explore your options, I’d be delighted to talk about how coaching can help you move forward with clarity and confidence.

Why Difficult Conversations Are the Key to Stronger Leadership

Embrace the opportunities of open dialogue

Most leaders don’t enjoy having difficult conversations. Whether it’s addressing underperformance, delivering challenging feedback, or navigating sensitive team dynamics, the temptation is often to delay, downplay, or avoid these discussions altogether.

But here’s the truth: difficult conversations are not a distraction from leadership – they are leadership.

The ability to address issues directly, with empathy and clarity, is a defining skill of effective leaders.

Over my career, I’ve had my share of tough conversations. From discussing strategic challenges with anxious teams to working through conflict between senior leaders, I’ve learned that avoiding these moments only delays the inevitable – and often makes the outcome worse. Tackling them with the right approach can transform not just the immediate situation, but the relationships and culture of a team.

Why Leaders Avoid Them

It’s natural to feel apprehensive. Leaders worry about damaging relationships, triggering emotional reactions, or making the situation worse. Sometimes the fear is rooted in uncertainty – not knowing how the other person will respond, or feeling unprepared to handle pushback.

But in reality, avoidance can send the message that issues aren’t important enough to address, or that difficult topics are off-limits. Over time, this erodes trust and accountability.

The Opportunity in Discomfort

Handled well, difficult conversations can build credibility, strengthen relationships and reinforce a leader’s commitment to fairness and transparency. They even create the space for understanding, problem-solving and shared responsibility.

I’ve also seen leaders turn potentially confrontational moments into opportunities for collaboration simply by approaching them with the right mindset.

My Five Strategies for Successful Outcomes

1. Frame the Conversation Positively

Start by acknowledging common goals or shared values. This sets a constructive tone and helps the other person see that your aim is resolution, not conflict.

2. Be Clear and Specific

Avoid vague statements. Instead, clearly describe the issue, its impact and why it matters. Specificity makes it easier to address the problem directly.

3. Show Empathy Without Avoiding the Truth

Empathy doesn’t mean softening the facts or avoiding uncomfortable points. Rather, it means recognising the other person’s perspective while being honest about your own.

4. Invite Dialogue

Ask for differing views, then listen without interruption. As a result, you might uncover context or solutions you hadn’t considered.

5. Agree on Next Steps

End with a clear, actionable plan. Who will do what and by when? This ensures accountability and avoids misunderstandings.

Leadership as a Daily Practice

Strong leadership isn’t about grand gestures or inspirational speeches. Instead, it is about the consistent behaviours that build trust and respect over time.

Difficult conversations are part of that fabric.

If you’ve been putting off a challenging discussion, ask what the cost is of not addressing it.

Often, the risk of avoidance is far greater than the risk of the conversation itself.

The best leaders I’ve worked with aren’t those who avoid discomfort – they’re the ones who step into it with intention and integrity. This is because every time they have a difficult conversation with openness and clarity, they strengthen their leadership capability.

If you’d like to explore how to approach these moments more effectively, whether for yourself or your team, I’d be delighted to help.

Overcoming Impostor Syndrome

Practical Strategies That Really Work

If you’ve ever felt like you don’t deserve your success or worried that one day someone will “find you out,” you’re not alone. Impostor Syndrome is far more common than most people realise, affecting professionals at every stage – from those starting out to those leading organisations.

I’ve felt it, many people I know have felt it, and, frankly, in my opinion, those who say it has never crossed their mind are being a little disingenuous.

Imposter syndrome is very much part of the human condition!

Over the years, I’ve worked with clients across sectors and seniorities, and I can tell you this - the feeling doesn’t discriminate. It can strike the CEO as easily as it can the new graduate.

The good news? While impostor feelings may never disappear entirely, there are proven strategies to manage them so they no longer hold you back.

Understand What You’re Dealing With

Impostor Syndrome isn’t about modesty – it’s a persistent belief that your success is undeserved, that luck or timing played a bigger role than your own skill, and that eventually someone will “expose” you.

Recognising that these feelings are common and not a reflection of reality is the first step to overcoming them. You’re not “broken” – you’re human.

Which is as good a place as any to start from, don’t you think?

So, let’s get started on how to deal with imposter syndrome.

1. Identify Your Triggers

When do your impostor feelings flare up?

It could be before high-stakes meetings, when taking on a new role, or when you’re working alongside people you admire. By noticing the situations that spark self-doubt, you can prepare strategies in advance.

For example, I once worked with a senior leader who felt confident in day-to-day operations but froze when presenting to the Board. Identifying that trigger allowed us to focus our coaching sessions on presentation preparation and reframing those moments as opportunities rather than threats.

2. Keep a Record of Your Achievements

Self-doubt thrives in the absence of evidence.

That’s why I encourage clients to create a “success file” – a record of positive feedback, completed projects, milestones reached, and challenges overcome.

On days when you question your value, review this file.

It’s a tangible reminder that you do have the skills and resilience to succeed.

Never lose sight of that fact!

3. Talk About It

One of the fastest ways to defuse impostor feelings is to name them.

So, share your experience with trusted colleagues, mentors or a coach. You’ll often find they’ve felt the same way at some point – and their perspective can help you see your abilities more objectively.

4. Set Realistic, Sustainable Goals

Ambition is valuable, but setting overly ambitious timelines or expecting perfection feeds impostor feelings. To avoid this risk, try breaking big goals into achievable steps, then celebrate progress as much as completion.

In my own career, I’ve learned that tackling challenges in stages builds confidence and keeps momentum going.

5. Reframe Mistakes as Learning

Fear of making mistakes is a major driver of impostor thinking. Yet mistakes are a natural – and necessary – part of growth. Instead of seeing mistakes as proof you’re not good enough, treat them as a means of feedback.

Ask: “What can I take from this to do better next time?”

Learn, learn, learn - always, every day, and you will grow stronger, more skilled and resourceful.

6. Invest in Your Development

Continuous learning is one of the best antidotes to self-doubt.

Attend training, seek assignments that support your learning and work with a coach to strengthen both skills and mindset.

The more equipped you feel, the less space impostor thoughts have to grow.

Impostor Syndrome can feel isolating, but it’s a shared experience (ironic, but true). By identifying triggers, collecting evidence of your value, talking openly, setting realistic goals, reframing mistakes, and investing in growth, you can keep it in check.

And remember, you wouldn’t have been given your responsibilities if others didn’t believe in your abilities.

So believe in them.

If you’d like to explore how coaching can help you quiet your inner critic and step more fully into your strengths, I’d be happy to have that conversation.

Helping You Navigate Change

And How Coaching and Communication Go Hand in Hand in the Process

Change is constant.

Whether it’s organisational restructuring, a shift in market conditions, the arrival of a new leadership team or a personal career pivot, we are all faced at some point or another with moments where the familiar gives way to the unknown.

Whether we like it or not.

For some, such changes can feel energising – a chance to explore new opportunities, etc.

For others, they can be unsettling, even overwhelming.

In either case, navigating change successfully isn’t about simply getting through it. It’s also about shaping the journey so that you, your team and/or your organisation emerge from it stronger.

That’s where the combination of coaching and communication comes in.

Over more than three decades in communications, public relations, marketing and senior leadership roles, I’ve seen firsthand how powerful clear, empathetic communication can be.

Through my work as an executive and business coach, I’ve also learned that the ability to help people reflect, reframe and take purposeful action is just as critical as managing change itself.

When we bring these two disciplines together, change doesn’t just happen to people — it happens with them.

Why Communication Matters During Changing Situations

At the heart of every change programme, whether in a multinational, a charity or a small business, lies a need for people to understand why change is happening, what it means for them, and how they can contribute to what comes next. Without this clarity, uncertainty can grow, rumours spread (whether we like it or not!), and resistance can take root.

Effective communication in such situations isn’t just about sending information. It’s also about building trust. It’s about listening as much as speaking (or about being on Send & Receive, as we used to say).

It’s about using language that is honest and human, rather than corporate jargon.

It’s also about creating an environment where people feel safe enough to share their concerns and ask the right questions (no matter how awkward they may appear).

I’ve worked on transformation programmes where the technical plan was flawless, but the lack of clear communication left employees anxious and disengaged. Conversely, I’ve also seen challenging change initiatives succeed because the leaders concerned invested their time in conversations, empathy and two-way dialogue.

The Coaching Element

Coaching can add another dimension to this process because, while communication addresses collective understanding, coaching supports individual response.

Change impacts each person differently.

Some will quickly adapt because it’s part of their emotional DNA, while others may feel stuck or uncertain when the known and established are disrupted.

As a coach, my role is to help clients (whether they’re CEOs, emerging leaders or teams) explore their reactions, clarify their goals and develop strategies to move forward.

In my view (and experience!), coaching during change isn’t about giving instructions.

It is also about asking the right questions.

Questions such as:

  • What does this change mean for you?

  • What possibilities does it open up?

  • Where might you need to adjust your approach?

  • What support will help you succeed?

This questioning process helps individuals take ownership of their change path, rather than feeling like passengers in someone else’s plan.

Or hostages, if you will.

The Power in Bringing Both Together

When organisations combine strong communication with targeted coaching, the results can be transformative.

For example, imagine an organisation introducing major restructuring.

Leaders explain the rationale behind it clearly, keep staff updated regularly and provide channels for feedback (communication).

At the same time, individuals and teams have access to coaching sessions to reflect on their own career direction, adapt to new roles and build confidence (coaching!).

This combination not only reduces uncertainty, it also empowers people to see change as an opportunity for growth.

A Person-Centred Approach

Change is rarely just about processes, systems, or structures. It’s also about people, their hopes, fears, ambitions and capabilities. That’s why I take a person-centred, strengths-based approach to my work. I listen carefully to where clients want to go, help them explore alternatives and encourage them to identify actions they can commit to.

In my experience, when people feel heard, informed and supported, they’re far more likely to engage positively with change. They then become advocates rather than bystanders.

If you are facing change today, whether in your career, team or your organisation, ask yourself these two apparently simple questions:

  1. How are we communicating the change purpose, progress and the impact of this change?

  2. How are we supporting people, individually, to adapt and thrive?

When you can answer both questions with confidence, you’ve moved beyond simply managing change to truly navigating it.

If you’d like to explore how coaching and communication can work together to support you or your organisation through your change, I’d be delighted to start that conversation with you.



There’s a myth in professional life that successful people have every detail planned, every goal mapped and every challenge anticipated.

The reality?

Most of us are figuring things out as we go (even the leaders we most admire).

It’s true. Sometimes we are making it up as we go.

Over the years, I’ve worked with senior executives, business owners and rising stars. On the surface, they can often appear supremely confident. Yet in coaching conversations, a different truth can emerge - they have doubts, unanswered questions and moments of uncertainty, just like everyone else.

I’ve learned that admitting you don’t have all the answers is not a weakness - it’s actually a strength.

It means you’re open to learning, willing to adapt and ready to listen.

And these are the qualities that keep us moving forward.

The pressure to project certainty can be exhausting. It can also shut down opportunities for collaboration. When we pretend to know it all, we close the door to fresh ideas and other perspectives.

Some of the most productive breakthroughs I’ve seen over the years have come from leaders saying, “I’m not sure – what do you think?”

That single admission invites others to contribute, creating richer solutions than any one person could produce.

If you’re feeling the weight of expectation to have the plan, the answer, the perfect next step, I’d encourage you to pause and ask yourself:

1. What’s really at stake if I admit I’m still exploring?
2. Who could help me think this through?
3. What options might I be missing if I only trust my view?

The truth is, none of us has it all worked out.

Shocking, but true!

Perhaps even more surprising is how the most effective professionals can be those who recognise this and surround themselves with people who both challenge and support them.

So, if you’re facing a moment of uncertainty right now, whether in your career, team or your business, know that you’re in good company!

You don’t need to have every step mapped out to make progress.

You just need the willingness to start, the humility to listen, and the courage to adapt along the way.

And if you’d like someone in your corner to help you navigate those moments, feel free to reach out to me.

Mary Leonard 11/09/2025

You don’t have to have it all worked out.

Managing Feelings of Overwhelm: Practical Strategies for a Calmer Life

We’ve all been there: deadlines stacking up, messages piling in, and the sinking feeling that you’re running just to stay still. Overwhelm is more than just being busy — it’s that tipping point where demands exceed your capacity to respond, and clarity gives way to confusion.

Recognising these feelings and making small but intentional changes, can reduce the weight of overwhelm and help you regain a sense of balance.

1. Prioritise, Don’t Multitask

Despite its reputation as a time-saver, multitasking can develop into a focus-drainer. Switching between tasks forces your brain to constantly re-orientate, increasing stress and lowering efficiency. Instead, aim to identify your Core Three priorities — the tasks that truly matter this week. Write a quick “big list” of everything on your plate, then choose just three. By giving your full attention to one task at a time not only improves quality but also delivers a welcome sense of control.

2. Learn to Say “No” with Kindness

Much of our overwhelm can stems from overcommitting. Saying “yes” to everything means saying “no” to your own needs. Setting boundaries doesn’t have to be harsh — it can be done with warmth and respect. For example: “I’d love to help, but I’m at capacity right now.” Practise “kind no” responses in low-stakes situations so you’re prepared when the stakes are higher. Remember, an intentional and considered “no” makes space for a more meaningful “yes.”

3. Take Micro-Breaks

When you feel stretched, stepping away might seem counterintuitive — but it’s essential. Micro-breaks, even just 2–3 minutes long, will help you reset and boost focus. Try a sensory reset (notice five things you can see, four you can touch, three you can hear, two you can smell, one you can taste) or box breathing (inhale for four, hold for four, exhale for four, hold for four). Slot these into your day before stress builds.

4. Replace Criticism with Self-Kindness

Overwhelm often triggers an inner critic that demands we “try harder” or “keep up.” But self-compassion fuels resilience far better than self-judgement. Next time you’re feeling swamped, pause and ask: “If a friend were in my position, what would I say to them?” Then offer yourself that same understanding. A kinder inner dialogue helps calm the mind, making it easier to think clearly.

5. Create a Mini Action Plan

Instead of tackling everything at once, choose one thing to deprioritise, one boundary to set and one micro-break or act of kindness. Then commit to these today. Small wins build momentum, prove to yourself that you can effect change.

Feeling overwhelmed isn’t a sign of weakness — it’s a signal to pause, reflect and recalibrate. By prioritising what matters, setting boundaries and treating yourself with the same kindness you’d offer others, you can reduce stress and navigate life’s demands with more presence and calm.

Because managing overwhelm isn’t about doing more — it’s about doing what matters with clarity, compassion, and balance.

Puffin Communications 13/08/2025

When you’re a coach….

When you’re a coach there’s an expectation that you have ‘everything sorted’, that you are supremely confident, highly resilient and always thinking mindful thoughts.

Well guess what….?

-          I sometimes feel like an impostor and question my abilities

-          I can have moments when I want to hide under the duvet and have a pyjama day

-          There are times I’m driven into a frenzy when organisations that are happy to take my money deliver zero customer service or show any empathy when things go wrong

My point is that no one is perfect. We are all uniquely special and at the same time beautifully imperfect. That is the human state and rather than striving for constant perfection, being a coach has taught me how to embrace my imperfections, celebrate my achievements and ask for help when I’m feeling overwhelmed. This gives me the strength and resilience to move forward and make a difference.

So thanks to everyone who accepts me for who I am – talents and all – and everyone who has believed in me, given me a break and been great to work with. There are too many to mention on what is a very very long list – you know who you are,

If you’d like to know more about coaching and how I can help you get to where you want to be please get in touch

Mary Leonard 02/05/2025

Settling for great

The New Year gives us an opportunity to look to the future and the things we hope to achieve. It’s also a time when we find ourselves reflecting on things that could have gone better.
So, I found myself today thinking back to a time last year when a friend and I were making chicken wings with buffalo sauce dip from scratch. We spent a while carefully crafting our dip and upon tasting it, we thought “This is great, but it could be better.” So, we continued, adding and mixing new ingredients. After about 45 minutes we realised in our quest to make our sauce perfect we had lost what made it great.


So today, in the spirit of the New Year, instead of striving for perfection in the future or obsessing over the mistakes of the past, I wanted to take the opportunity to invite you to be happy with the greatness of the present.


Sometimes we are so wrapped up in a project and wanting to make sure we show all of our best qualities through our work that we can overextend, burn out and be left feeling “If only I’d stopped tweaking this hours ago, I think I’d be a lot happier with the result.” 

Henry Taylor 04/02/2025

How to banish impostor feelings

Some months ago posted about Impostor Syndrome and received a number of requests for advice on how to tackle it.


Many of the people I have supported in my coaching practice have experienced impostor  feelings so I wanted to share my top tips, based on what I know works.

Identify Trigger Points - Recognise your feelings and learn what makes you feel this way. 

Talk About It - Conversations can be powerful. Discuss your feelings with trusted peers, mentors, or a coach.

Document Your Wins - Put your wins, achievements and recognition into an evidence folder to review and remind yourself when you experience impostor feelings.

Set Realistic Goals - Many of our feelings of inadequacy come from feeling like we need to climb Mount Everest in a few days. In fact what we really need is to plan, practice and tackle the mountain section by section. Realistic goals ensure you’re working towards your objective effectively and realistically. 

If you want to explore your impostor feelings further or want to chat about your professional journey, please get in touch.

Mary Leonard 12/12/2024 

Dreading that difficult conversation?

Over the years, I've learned that the dread of difficult conversations often comes from a fear of the unknown. Will they react badly? Will it harm our relationship? But here’s what I found: with the right approach, these fears can be managed and outcomes significantly improved 

Difficult conversations are more than uncomfortable moments - they are opportunities to solve problems, enhance understanding, and strengthen professional relationships. Embracing these conversations can transform potential conflicts into catalysts for collaboration. 

I've been through my share of tough discussions, from budget cuts, performance issues and project delays. Each conversation taught me that the right approach can change not just the outcome but also how you’re perceived as a leader, a colleague or strategic partner. 

Here are my top strategies for successful outcomes.

  1. Frame the Conversation Positively - Begin with what you agree on and your shared goals. A positive frame can set the tone for cooperation.

  2. Be Empathetic - Understanding doesn’t mean agreeing. Acknowledge the other person's feelings and perspectives to foster a more open dialogue.

  3. Be Clear and Direct - Ambiguity leads to misunderstanding. Clearly state your concerns and the changes you believe are necessary.

  4. Encourage Feedback - Inviting the other party to share their thoughts can reveal new angles and solutions you hadn’t considered.

  5. Agree on Actionable Steps - End with a clear plan. What will be done, who will do it, and when?

Think about a recent or upcoming tough conversation.

Apply these strategies to plan your approach.

Notice how preparing with a clear, structured strategy can influence both your confidence and the results.

If you need guidance on handling a tough conversation or just want to refine your communication skills further, get and see how my coaching approach can transform your professional relationships.

Mary Leonard 11/11/2024

Stuck on a tricky problem? 

You’re not alone.

Every day, we encounter hurdles that can stall our progress - a technical issue, a client conflict, or an internal team disagreement. Mastering the art of problem-solving is not just about finding solutions; it's about finding the right solutions.

Throughout my career, I've faced numerous challenges, from project roadblocks to having to pivot in high-stakes situations. Each problem has taught me that the key isn’t just solving them but also how we approach them. Once we learn to view problems as an opportunity to learn, it truly can change our outlook towards how we respond to them.

Here are the strategies I use to learn when facing a problem:

  1. Define the Problem Clearly - Start by articulating what you’re actually trying to solve. This clarity can prevent you from going down unnecessary paths.

  2. Break It Down - Large problems are less overwhelming when broken into manageable pieces. Tackle each piece one at a time.

  3. Think Laterally - Sometimes, the straightforward solution is not the best one. Looking at the problem from different perspectives can uncover innovative solutions.

  4. Gather Team Insights - Collaborate with others. Different viewpoints can spark ideas you might not have considered alone.

  5. Reflect and Learn - Every problem solved is an opportunity to learn. Take a moment to reflect on what worked and what didn’t for future challenges.

If you’re experiencing a problem at work, try applying  these strategies to a problem you’re facing.

Sometimes, a slight shift in strategy can dramatically change the outcome. Get in touch to find out one to one coaching could help improve your problem solving skills

Mary Leonard 13/09/2024

Take control of your story

Do you feel like you're playing a leading part in your success story?

Or is it pure luck that you’ve wound up in the role you’re in?

That's Impostor Syndrome, and if you’re feeling that way you're definitely not alone.

Since I posted my top tips for addressing impostor feelings I’ve had several requests for more information. So here’s what I’ve learned about this common phenomenon that affects so many professionals.

Understanding Imposter Syndrome

Many of us secretly worry that our achievements are just flukes and someday, someone will discover that we aren’t as competent as others think we are.

Ignoring these feelings doesn't just steal your peace; it can also steal your potential. When we fear being 'exposed,' we might hesitate to make changes or pursue new opportunities.

Here are my tried and tested strategies to help overcome this phenomenon:

  1. Normalise the Discussion - Talk openly about Impostor Syndrome. The more we discuss it, the less power it has.

  2. Record Your Successes - Keep a log of your positive feedback and achievements. When doubt creeps in, your track record can be your best advocate.

  3. Mentorship and Support - Engage regularly with mentors who can provide perspective and validate your skills and contributions.

  4. Continuous Learning - Invest in your professional development to solidify your confidence in your skills.

Take Action Today

Write down three things you did well this week. Did you handle a tough client call? Deliver a project on time? Each small victory is a building block to reaching your potential.

Want to explore strategies to overcome Impostor Syndrome or discuss how it's affecting your career? Send us a message to start the discussion.

Mary Leonard 11/08/2024

The truth about impostor feelings

Impostor Syndrome is a phenomenon that

most of us will have heard of, and for good reason.

According to a YouGov survey, half of Britons

identify with at least 2 out of 5 Impostor Syndrome

characteristics with

- two-thirds saying they have difficulty accepting compliments and praise

- 6 in 10 (57%) saying they criticise themselves more than others criticise them

But Impostor Syndrome isn't just self-doubt. It’s that persistent feeling of being a 'fraud,' as if you'll be 'found out' despite your accomplishments. And it affects so many working professionals.

I’ve seen brilliant minds, from CEOs to recent graduates, hold themselves back because of nagging doubts about their competence. But it’s not just feeling uneasy about your capabilities; I’ve seen this phenomenon prevent truly talented individuals from reaching their full potential.

Remember, experiencing this doesn’t reflect your actual capabilities or accomplishments. I've felt it, too. It's a common occurrence, especially when we're pushing our boundaries.

If you think you’re experiencing Impostor Syndrome, get in touch and find out how you can start to overcome your inner critic.

Mary Leonard 10/07/2024

YouGov Survey Impostor Syndrome 

Sample size: 2271 adults in GB Fieldwork: 3rd - 4th March 2022