Margaret Sutherland PCC   

Margaret is a partner in Focused Future, a Melbourne-based executive coaching consultancy. With significant experience in coaching, developing and supporting high potential and senior managers, she is skilled in partnering with organisations to advance their leadership capability. In assisting her coaching clients to develop greater self-awareness and insights, Margaret encourages new strategic visioning, communication and action. She has a particular interest in helping her clients to create and achieve their desired future state and her approach is highly positive, flexible and solution-oriented.

Margaret works with experienced executives, those new to their role or organisation and also with high-potential individuals being groomed for more senior roles. Typical one-on-one coaching assignments may involve her supporting managers to quickly transition into more challenging roles and changed organisational environments. She regularly assists highly valued, talented technical experts to assume the broader, more senior roles that require well-developed communication and people management skills.

expertise

Margaret balances the use of key evidence-based coaching psychology principles and models with her own executive-level achievements to enrich her clients’ coaching outcomes. She has held various senior roles, including working as a communications strategist and general manager, and has been a ministerial advisor to State and Commonwealth Government ministers.

Typical coaching assignments tend to address one or more of the following areas:

• management and leadership effectiveness
• key relationships (manager, peers, direct reports)
• strategic communication
• strategic thinking
• self-awareness and confidence
• influencing and engagement
• career planning and development
• role transitioning
• work/life balance
• emotional intelligence
• networking.

outcomes

Following coaching, her clients regularly report greater self-awareness and clarity of purpose, greatly enhanced relationships with their key people and increased job satisfaction. Their organisation usually reports noticeable positive changes to the person’s level of performance and productivity. An effective ‘win-win’ situation is achieved for the individual and their organisation by encouraging their personal and professional growth and increasing their positive impact on others.

also see

> Therese Warman