Services

Adaptability

Resilience

Change

Leadership Development

Developing exceptional management and leadership talent.

Coaching

Delivering lasting value for individuals and organisations through quality personalized development.

Career Management

Establishing a competitive advantage through tailored career solutions for individuals and organisations.

Developing Diverse Talent

Growing confident and intentional professional women

Leadership Development

Developing exceptional management and leadership talent

We design and deliver inspiring workshops and programmes that result in more skilled, confident and impactful leaders for our clients. We focus on bringing fresh insights and new ways of leading alongside established and well-researched practices. All the learning from our workshops can put straight to practice.

Take a look below at some of the workshops/programmes we build and facilitate. Whether it’s a 90min lunch and learn or a 3-day immersive session, we have the knowledge and experience to work alongside you in the design, development and facilitation of programmes that meet your organisation’s goals.  Please contact us for more information, either by WhatsApp or email below.

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Coaching

Delivering lasting value for individuals and organizations through quality personalized development

We provide skilled, confidential coaching that helps improve the self-awareness and quality of your thinking, or the thinking of people who lead your teams and businesses.


Executive coaching is the confidential partnership between the coach and client, using a thought-provoking process that inspires them to think and act in new ways to help meet specific goals. It’s client driven and tailored leadership development. Coaching delivers lasting value particularly to leaders who are constantly in the spotlight, and whose roles are increasingly demanding, complex and ambiguous

At The Career Business we offer executive coaching in a format that suits your needs:

Executive Coaching

Our full executive coaching assignment offers support for leaders as they transition to broader or more senior roles or develop their leadership impact. Coaching facilitates new insights and perspectives, supported by an unbiased view. It’s completely tailored to the needs of the individual and focused around reaching specific goals defined by the individual, working alongside their manager, or directly with their coach. Our coaching is supportive, stretching and sometimes challenging – always focused on the goals, sometimes more reflective and other times completely action focused.


How does coaching deliver value?
By asking the right sort of questions; by earning trust and confidence; by referencing experience and sharing knowledge; by helping identify and commit to certain goals. Overall effective coaching should improve the quality of thinking, performance, and improve the depth of self-awareness of the individual coachee.

A coaching assignment
A typical coaching assignment takes 8 months and includes no less than 14 hours of coaching, with unlimited support by phone, VC or face to face between sessions. Additional psychometric tools can also be added, as can bespoke feedback for those who’d like a better understanding of how they’re seen by others.

Our coaches

We partner with extremely experienced coaches. Each coach has had an extensive corporate career (all with leadership experience) and have the ability to empathise, challenge and support individuals as they work towards their goals.

Our coaches also facilitate programmes and workshops. With that comes the added value of breadth and depth of understanding of the challenges faced by managers and leaders, heaps of practical frameworks and a library of resources to support the development goals of their clients.

In addition many of our coaches are qualified to use psychometric tools, which can support the coaching process. All of our coaches are experienced at managing a 360 feedback process.


How does an executive coach deliver value for your organisation?

An executive coach can deliver value to you and/or your organization by:



Earning trust and confidence – trust is built on the foundations of a strong track record, reliability and the personal connection between individuals. Creating a safe and confidential place to explore and at times challenge your assumptions, a coach will help you to think and act in new ways to help meet your goals. A skilled coach will give an organisation confidence that their investment is in safe hands, understanding and summarising objectives, explaining how the ‘coachees’ will be stretched, challenged and supported in a confidential and safe way, so that they are equipped to deliver on agreed goals.


Asking the right type of questions – and importantly getting you to ask questions of yourself. A skilled coach will enable you to arrive at your own solutions leaving you empowered and committed to delivering what you need. For the organization the right coach will quickly understand your values and purpose, ask for your views and perspectives on the culture, individuals and outcomes you are looking to achieve.


Helping identify, agree and commit to goals. Your coach will help you surface, refine and keep a focus on stretched yet achievable goals. They will help hold you accountable to reaching them. There’s much research that supports this and writing goals down and revisiting them on a regular basis means you’re more likely to achieve them. For an organization it’s the commitment to identifying and clarifying the ‘right’ goals and the accountability of all parties to achieve them.



Improving self-awareness and emotional intelligence. The body of research into the links between high emotional intelligence (EQ) and success at work are undeniable. A skilled coach will work to build confidence and skill in all areas of EQ regardless of the goals. Successful business is based on quality relationships and high EQ sits at the very heart of building impactful and strong networks and connections

An extract of a blog taken from TCB founder Liz Luya writing a guest blog for Boldy.com.


Compressed ‘fast track’ coaching

We started these shorter and more intensive assignments during 2019 when our clients were faced with significant change, increased stress and challenge, the need for faster results and with intense challenge around budgets.


The goal was to bring all the support of a typical executive coaching assignment into a higher intensity and shorter timeframe, still focused around goals, but typically very specific to the climate.


They proved so popular we now offer these shorter assignment to all our clients.



Below are examples of some of the shorter coaching assignments we offer, based on the most common challenges faced by clients since 2019. We also offer these shorter fast-track assignments where coaching can support an immediate development need or business/leadership challenge.


Our coaches 
We partner with extremely experienced coaches. Each coach has had an extensive corporate career (all with leadership experience) and have the ability to empathise, challenge and support individuals as they work towards their goals. 



Our coaches also facilitate programmes and workshops. With that comes the added value of breadth and depth of understanding of the challenges faced by managers and leaders, heaps of practical frameworks and a library of resources to support the development goals of their clients.

In addition many of our coaches are qualified to use psychometric tools, which can support the coaching process. All of our coaches are experienced at managing a 360 feedback process.


‘REFLECT’

Leadership wellbeing and sustainability coaching


This coaching assignment is three months, includes the GLWS (Global leadership wellbeing survey) assessment, debrief and four 90min coaching sessions. It’s designed to raise awareness, make meaningful change and impact the way individuals lead themselves. Perfect for individuals who find themselves leading teams or projects in particularly stressful or challenging times and who want or need to focus more on their own welbeing.


The world of work is changing. Today’s high performing leaders need to be more agile, resilient and adaptable than ever. Finding new ways to achieve this is vital and research shows cultivating greater wellbeing can help. We are increasingly being asked to help leaders develop wellbeing as a core capability. The best leaders understand their impact on others and they appreciate how they lead sets the standard for others’ wellbeing. They role-model constructive wellbeing behaviours as ambassadors for a more sustainable, supportive and effective culture.



We use a leading assessment tool, GLWS (global leadership wellbeing survey), to gain deeper insights and suggest actionable steps to improving overall wellbeing. Clients complete the survey and through a debrief we then look at sustainable changes to leadership impact and personal wellbeing.


‘CALM’

Coaching through Challenge and Crisis


When faced with challenge or crisis it’s easy to be overwhelmed, make overly hasty (or no) decisions or to take back the controls and reduce the amount of delegation -reducing motivation within teams. This short burst of coaching sessions over 3 months is focused around making reasoned decisions outside fight, flight or freeze; improving self awareness & emotional self-management, keeping the organization productive, re-orienting and quickly keeping teams aligned. Overall increasing leadership impact and value added to themselves, their teams and their organisations.

‘CHANGE’

Accepting and embracing change (for ourselves and supporting others) allows us to become more flexible and adaptable and helps us to deal with new circumstances with greater ease. The more we deal with change, the more used to it we become and the easier it is. Resisting or rejecting it can be tough on us and on others.

This short set of coaching sessions takes place over 4 months and aims to identify past behaviours around change, preferences, frameworks and action learning. The overall outcome is to develop new thinking around embracing and leading change. Allow reflective activities to embed learning into the flow of work.

Career Management

Establishing a competitive advantage through tailored career solutions for individuals and organizations

With increasing pressure on organisations to compete for talent, the need for strong employer brands and engaging employee value propositions (the promise an employer offers their staff) is greater than ever.



Whether attracting staff to join your organization, onboarding them quickly and effectively, growing, developing and retaining them, or letting them go as a result of restructure or M&A activity we have solutions to support you. 

Through a small and experienced advisory team we’ve conducted research, held focus groups, designed workshops and longer programmes and led projects to deliver solutions for clients across the globe.



We work alongside companies and individuals in our career management practice.

For Companies

We provide advisory and consulting services (both within our team and working with partners) around several career management topics, whether employer branding, employer value propositions, onboarding, career development workshops, coaching and outplacement services. 



We design and facilitate career-related workshops for corporate talent focused particularly around owning career development, personal brand and understanding and navigation corporations.

Our outplacement services give a practical and emotional bridge to employees when organisations go through changes resulting in redundancy.

For Individuals

We help individuals figure out how to make a career move to a job they are passionate about, get back to work after a break or job loss, or rethink how much impact they’re making in their career. We also host some of our programmes online with self-directed learning for those who’d like to move at their own pace.



Our career management practice is supported by our coaches and our partners, many of whom specialize in specific areas of career management.


Preview one of our online programmes

Protect your brand or your people? You can do both.

April 30, 2025
When things are going well it’s relatively easy being a business leader. It’s in a crisis that leaders show what they are really made of. In times of dislocation leaders have to make critical choices that can affect people as well as business continuity. It is unlikely that many of us (maybe with the exception of Bill Gates) saw the Covid-19 pandemic coming, yet we are expected to stay calm and chart a smooth course through these choppy times, whilst creating certainty for customers and employees at the same time. As a corporate leader you have to operate on two distinct levels- addressing your customers’ and your peoples’ needs. While doing this in a crisis you will be much more inclined to protect yourself and your business by addressing short term challenges such as cash preservation and cost reductions (usually involving headcount reductions). This can have a significant impact on your reputation and how you show up for your respective audiences. How you handle your messaging is as important as the message itself. Those key stakeholders (customers and staff) will decide how the company’s brand is perceived, based on these messages, and your subsequent actions. How do you protect your reputation in these challenging times, as an empathetic and responsible business leader, and protect the company’s brand when you have to make tough decisions, particularly on headcount, in order to protect business? To ensure your brand remains intact you will need to preserve the short-term health of your business, critically look at organizational structure and ensure you have the right skills to deliver to your customer’s needs, as they may change in the short term. People are often the biggest overhead and how you address this will be closely watched. Consider unpaid leave first, starting with senior management and cascade if necessary. Pay cuts are often second -again limit these to senior people, reassign roles if possible and appropriate; as a last resort some people will have to be made redundant – ensure you have expert outplacement support for those leaving and consider the feelings of those remaining. Carefully plan your messaging around each of these stages, including others to test how your messages land. In your messaging consider the following; Be authentic Actively engage everyone Communicate respectfully Tell it like it is – be clear to limit misunderstanding Understand what should be made public and what should remain private With swift, appropriate action and well communicated messaging you can protect your brand and reputation as well as provide support for your people and your business.

10 important career questions to ask yourself

April 30, 2025
10 important career questions to ask yourself Let’s look at some numbers. Over the course of a full career we will work roughly 480 months, or 1,920 five-day weeks, which is 9,600 days! We’ll hope you agree, it’s pretty important to be in the right career or have a portfolio of great jobs during that time. It’s important to stop and reflect on where we are every once in a while, so here we’ve simply listed ten questions that we believe will allow you to do that. Regardless of your current situation, whether you are actively thinking, or looking to make changes, or you’ve been made redundant, grab a pen, or a device and start thinking/writing and take stock of where you are: Why do you work? List all of the reasons you work. When you started working what was your dream job? How, if at all, has that changed? What are you most proud to have achieved in relation to your job/career so far? Why are you proud? Write a list of all the things that you absolutely love doing and that give you energy What are you motivated by in relation to work? What gives a boost work? A clear sense of purpose, personal development, achieving, being in charge, connections with others etc Describe your network. Start thinking about all the people you know. Can you easily call on a wide range of people to help you out? Pick the three most important people from your career so far. How would they describe you? If you are thinking of career change, or have had one forced on you. How much risk are you prepared to take to find the right job or career? To push beyond your normal boundaries and to think creatively about approaches to your search. Who can help you? How much effort are you prepared to put into finding the right next step? How much of a priority is it for you and how important is the next step? What three things do you want a potential employer to hear or read about you from your resume/CV or from other people? How will you make sure that happens? What’s the first step you need to take to get the next great career or job move? Most of us work for a large part of our lives so to find a job or career that you enjoy makes a huge difference. Think about one or two actions you might take to steer yourself in the right direction. It’s easy to become paralyzed by thinking too hard about ‘what if this? or what if that?’ and before you know it five years have gone and you’re doing the same thing. There is nothing to say you can’t explore new avenues and a few mistakes along the way can prove to be extremely valuable in cementing what you really want to do. 

Breaking difficult news

April 30, 2025
One of the most unpleasant tasks of leadership is letting people go. Even when it’s in the best interests of the company, you may still feel guilty, particularly when it’s a redundancy. So how should you prepare for, and deliver the news, and what else should you take into consideration? Nobody got promoted because their strength was firing people well. However, reputations can be damaged if people aren’t treated in a dignified way. You are very much in the spotlight when firing people, particularly redundancies, and your leadership shadow is cast wide as people watch for fallout, and to see how you communicate difficult messages with wider communities. A company’s reputation and your personal brand can be helped or hindered during these times. Preparing and delivering the news Remember it’s not about you. Many people get nervous and anxious about delivering this news and tend to focus on themselves, rather than the person who will receive the news. Reactions are unknown, but can range from anger, shock, grief, guilt to relief and acceptance- all of which require a skilled emotional response in leaders. Plan well Prepare for the questions you’d like to know the answers to, if you were in the other seat. Plan what you will say to those left behind. Immediately news will get out that someone has been made redundant, people start wondering what that means for them. Have your wider communication plan prepared. The conversation Break the news in the first sentence. Be crystal clear about why you are doing this and be prepared to share even if it seems obvious. Don’t go it alone. Legally and practically deliver news with another person in the room, ideally your HR partner. Practice what you are going to say and don‘t shy away from delivering the news yourself. Keep to the point, avoid being side-tracked. Follow up – agree a time to follow up, even if they don’t want to. Just to make sure you cover any outstanding issues and to check in how they are. They may say nothing in the meeting as they may experience an emotional hijack, so give space to digest and return.  Bungled terminations usually stem from a lack of preparation, confidence, or acting without thinking. A small amount of preparation goes a long way in maintaining your leadership reputation and your employer brand, as well as the self-esteem of the person losing their job.
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Developing Diverse Talent

Building diverse talent. Growing a confident and intentional talent pool of professional women.

At The Career Business, developing diverse talent has been a core part of our work since we launched in 2009. One of our four practice areas — alongside leadership development, coaching, and career development — is focused on building the pipeline of confident, intentional, professional women. Over the years, we have delivered programmes and workshops in the UK and across Asia, for female scientists, financial services professionals, lawyers, and across multinational corporations, insurance companies, and SMEs — helping women strengthen their personal brands, confidence, leadership skills, plan their careers with intention, and grow into more senior roles. 

Today, we continue this commitment and have added two key initiatives: Intent, our soon-to-launch in person development programme for professional women in organisations; and My Intentional Career, a 10-week online programme including live coaching support calls (in collaboration Lacuna Professional Services), for individuals who want to accelerate their careers and lives with greater clarity, confidence and intent. Both programmes are designed to build a strong global community of intentional, confident and strategic women — and to help organisations in the UK and Asia Pacific to invest meaningfully in the development of their future female talent

PROGRAMME COMING SOON

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