SRU Executive Coaching

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ICF Member Badge was issued by International Coaching Federation to Simon Uttley. The badge earner is a Member of International Coaching Federation Professional Coaches, the leading global organization dedicated to advancing the coaching profession by setting high standards. As an ICF Member, the badge earner is enrolled in an accredited coach training program or has completed 60...

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The Transformative Power of Executive Coaching for School Leaders

Leading a school has never been more complex. Senior leaders today navigate unprecedented challenges—from policy shifts and accountability pressures to staff wellbeing and rapid technological change. Yet too often, they’re expected to figure it out alone.

This is where executive coaching becomes transformational.

Research consistently shows that coaching helps school leaders develop the clarity, confidence, and strategic thinking needed to lead effectively. It’s not about having all the answers—it’s about creating the space to ask better questions.

What makes coaching work?

🎯Focused reflection– Moving from reactive firefighting to proactive leadership
🧭Perspective shift– Seeing challenges from new angles
💡 Action clarity– Turning insights into sustainable change
🤝 Accountability partner - – Someone invested in your growth, not your performance management

The best coaching creates a thinking partnership. Whether using GROW, OSCAR, or clean language approaches, skilled coaches help leaders unlock their own wisdom rather than imposing solutions.

The ripple effect is profound. When senior leaders grow, so do their teams. When headteachers develop greater self-awareness and strategic capability, entire school communities benefit.

Great leadership isn’t about perfection—it’s about continuous learning. And every leader deserves the support to keep growing
What’s been your experience with coaching in education? Have you seen its impact firsthand

GETTING THE BEST FROM YOUR TEAM
27 October 2025
Simon reflects on the 5 Executive Coaching Skills That Transform Team Performance

1. Ask Powerful Questions

Stop giving all the answers. Instead, ask questions that spark insight. Try “What would success look like?” or “What’s holding you back?” This empowers your team to think critically and own their solutions.

2. Practice Active Listening

Real listening goes beyond hearing words. Put away distractions, maintain eye contact, and reflect back what you hear. Your team will feel valued and share their best ideas when they know you’re truly present.

3. Provide Specific, Timely Feedback

Vague praise like “good job” doesn’t cut it. Be specific: “Your presentation clearly outlined the problem and proposed actionable solutions.” Deliver feedback close to the event while it’s still relevant and fresh.

4. Set Clear, Collaborative Goals

Don’t dictate objectives from above. Co-create SMART goals with your team members. When people help shape their targets, commitment and follow-through skyrocket.

5. Hold Space for Growth

Create psychological safety where mistakes become learning opportunities. When your team feels safe to experiment and fail, innovation thrives. Celebrate effort and progress, not just perfect outcomes.

The Bottom Line

Great leaders don’t just manage—they coach. These skills turn good performers into exceptional ones and create cultures where everyone wins.

What coaching skill will you practice this week? Drop a comment below!

ONTOLOGY AND COACHING

Simon reflects on Bergquist and Eggen’s paper and asks what does “being” actually mean—and how does it shape how we coach?

Bergquist & Eggen explore 4 ontological perspectives that transform coaching practice:

TECHNICAL RATIONALITY (Static + Objective)

Reality is fixed and measurable. Coaching = improvement of a stable self.

PLATONIC IDEALS (Dynamic + Objective)

We see shadows on the cave wall, not reality itself. Coaching helps us question our interpreters.

SOCIETAL INVENTIONS (Static + Constructive)

Culture shapes our reality. Coaching surfaces hidden assumptions we’ve inherited.

CONTEXTUAL INTERACTIONS (Dynamic + Constructive)

Reality shifts with every conversation. Language doesn’t describe reality—it IS reality. Coaching co-creates new realities in real-time.

The article champions this last perspective: We live in a world of narratives and relationships. Your stories about yourself ARE your self. Each coaching conversation literally reconstructs reality.

The paper’s key insights are: “The narratives and conversations are not just about experiences, they are themselves experiences.”

This requires courage—the courage to live with ontological uncertainty, where being is constantly becoming.

Question: If your sense of self exists in your stories, what new story might you tell? 🌱



Source: “Philosophical Foundations of Coaching: Ontology” by William Bergquist & Kristin Teresa Eggen

The OSCAR model is a powerful executive coaching framework that creates real transformation.
What is OSCAR?
O - Outcome: What do you want to achieve? Starting with the end in mind gives you clarity and direction.
S - Situation: Where are you now? Understanding your current reality is essential for meaningful progress.
C - Choices: What are your options? This is where creativity flows and possibilities expand beyond “the usual way.”
A - Actions: What will you actually do? Turning insight into concrete steps makes change happen.
R - Review: How will you measure success? Accountability and reflection ensure you stay on track.
Why OSCAR Works:
Unlike traditional advice-giving, OSCAR puts YOU in the driver’s seat. It’s solution-focused, practical, and designed to unlock your own wisdom rather than imposing someone else’s answers.
This approach helps executives:
✨ Gain clarity on complex challenges
✨ Develop confidence in decision-making
✨ Create actionable plans they’re committed to
✨ Build lasting behavioral change
The premise is that you already have the answers within you. OSCAR just provides the structure to find them.

A world of insights awaits—tap into your potential and elevate your journey by visiting our website. Exclusive resources are just a click away at sru-executivecoaching.com.

Simon discusses the CLEAR Model of coaching.

In today’s fast-paced business and organisational leadership world, executive coaching isn’t just a luxury—it’s a necessity. The CLEAR model stands out as one of the most powerful frameworks for transformational leadership development. Here’s why it works:

C - Contracting🎯

Establishes crystal-clear expectations from day one. No surprises, no confusion—just a shared commitment to growth and success. This foundation ensures both coach and executive are aligned on goals, boundaries, and what success looks like.

L - Listening👂

Deep, active listening creates psychological safety where leaders feel truly heard. This is where breakthrough insights begin. The coach’s undivided attention helps executives explore their thoughts without judgment, creating space for authentic reflection.

E - Exploring

Powerful questions unlock new perspectives. Instead of giving answers, the coach helps you discover your own solutions. This exploration phase challenges assumptions, uncovers blind spots, and reveals possibilities you might never have considered alone.

A - Action** ⚡

Insights without action are just interesting conversations. This phase turns reflection into real-world results. Together, you identify concrete steps, set timelines, and commit to specific behaviors that will drive meaningful change.

R - Review📊

Continuous learning through reflection. What worked? What didn’t? How do we build on success and learn from setbacks? This ongoing review process ensures accountability and creates a cycle of continuous improvement.

——

Why CLEAR can help🚀

The CLEAR model’s genius lies in its simplicity and structure. It creates a repeatable, scalable framework that adapts to any leadership challenge while keeping the focus where it belongs—on sustainable growth and measurable outcomes.

Unlike vague coaching approaches, CLEAR provides:

- Clarity at every stage of the coaching journey
- Accountability through structured action and review
- Flexibility to address diverse leadership challenges
- Measurable progress that stakeholders can see