I’ve spent the last few weeks quietly watching something happen across the coaching industry. More coaching schools are talking about emotional regulation. More academics are discussing the limits of traditional coaching models. More leadership experts are recognising that asking good questions alone does not automatically create transformation. And honestly, I’m pleased to see it. Because for years, many of us

A world where people arrived into conversations with enough internal space to reflect clearly, think rationally and access honest insight simply because somebody asked a good question. But that isn’t the world we’re living in now. People are exhausted. Not just tired, but neurologically overloaded. Constant stimulation. Constant pressure. Constant performance. And then they arrive into coaching carrying all of

It starts with goals, visions, purpose statements, values exercises, and questions about where somebody wants to be in five years, which sounds sensible until you spend enough time sitting opposite real human beings and realise that many people have absolutely no idea what they genuinely want because they have spent years building a life around coping, adapting, surviving, pleasing, performing,

There are people in your organisation who are doing exactly what you need them to do, and they are doing it in a way that gives you no reason to question it. They deliver, they take responsibility, and they hold things together when it matters. You don’t need to chase them, and you don’t need to double check their work.

Rediscovering Purpose After 25 Years in Executive Leadership After almost 25 years in executive leadership, Ann Vangoidsenhoven made one of the most courageous choices of her career, to close a chapter that no longer felt aligned with her values. Throughout her career, Ann had led global teams, rebuilt trust through mergers, and guided people through complex organisational change. She knew

Many coaches begin their journey believing the first year will be logical and linear. They train.They qualify.They put themselves out there.Clients appear.Momentum builds. It is a comforting idea. It suggests that effort leads neatly to outcome, and that following the steps will produce predictable results. In practice, the early months of coaching rarely unfold this way. What shows up instead

Most coaches are remarkably self-aware when it comes to their clients. They listen for the story beneath the story, they track the nervous system, they hold the silence (or, in our case, the not silence), and they pride themselves on their ability to tune in with precision. Yet, ironically, it is in this same seat of apparent awareness that something

After 25 years in a senior corporate role, Liv Cropper knew it was time for something new.She’d achieved professional success — but beneath the surface, she was ready for a different kind of fulfilment. “I’d been at the same company for 25 years and had just made the decision to pivot my career to executive coaching.” Like many leaders, Liv

We like to imagine that we are creatures who long for peace. Yet, if you study human behaviour closely, you’ll find that we are also creatures who seek conflict. It sits in our bones, not as a moral failing but as an evolutionary imprint. Conflict brings with it a strange kind of aliveness. It sharpens the senses, floods the body

You’ve had the insight. You know the pattern. But acting differently still feels like walking in shoes that don’t quite fit. That’s what I call Push Me, Pull Me. It’s the awkward, powerful, and often overlooked stage of change, the messy middle where transformation is happening, even when it feels like it isn’t. At Paseda360, we don’t skip this part.

When my parents decided to redecorate my childhood bedroom, they made one crucial mistake. They underestimated the woodchip. If you’ve ever had the misfortune of trying to remove this stubborn, textured wallpaper, you’ll understand. It’s spiky, it clings for dear life, and it hides what’s underneath. Armed with a scraper and a steamer, they began the process with energy and

Coaching is evolving. And if it’s going to remain relevant, impactful, and ethical in today’s complex workplace landscape, we need to evolve with it. Over the past few months, I’ve spoken to countless organisations about how they’re embedding coaching into leadership. And I keep hearing the same thing: “We’re teaching our leaders the GROW model.” When I ask why, the