quietly brilliant: early career Programme
Helping the early-career employees you've already invested in contribute sooner.
quietly brilliant: early career Programme
Helping the early-career employees you've already invested in contribute sooner.
"It is always a risk introducing an external consultant to a client. I couldn't be more delighted with the feedback I've received about Charlotte's work with their graduate team member."
Maxine, Director, 5 Circles
"It is always a risk introducing an external consultant to a client. I couldn't be more delighted with the feedback I've received about Charlotte's work with their graduate team member."
Maxine, Director, 5 Circles
You might recognise your early-career employee here if...
...they're brilliant on paper, but you're wondering why they aren't delivering in the workplace.
...they don't speak up in meetings.
...they seem to need constant direction and reassurance.
...they wait to be told what to do instead of taking initiative.
...they avoid asking for help until problems become much bigger.
...they overthink straightforward decisions.
...they struggle to build relationships with colleagues.
You might recognise your early-career employee here if...
...they're brilliant on paper, but you're wondering why they aren't delivering in the workplace.
...they don't speak up in meetings.
...they seem to need constant direction and reassurance.
...they wait to be told what to do instead of taking initiative.
...they avoid asking for help until problems become much bigger.
...they overthink straightforward decisions.
...they struggle to build relationships with colleagues.
Why I created the Quietly Brilliant: Early Career PROGRAMME
For over 20 years, I've watched the same pattern repeat itself.
Capable young people leave education with excellent grades and huge potential, only to struggle in workplaces that reward a completely different set of behaviours.
The problem isn't usually ability or motivation. It's the gap between what education rewards and what modern workplaces expect.
Schools reward following instructions, getting the right answer and avoiding mistakes.
Workplaces expect initiative, independent judgement, navigating ambiguity and teamwork.
Few people are ever taught how to make that transition.
This programme helps organisations bridge that gap, so capable employees contribute sooner and organisations get a better return on the talent they've already invested in.
Why I created the Quietly Brilliant: Early Career PROGRAMME
For over 20 years, I've watched the same pattern repeat itself.
Capable young people leave education with excellent grades and huge potential, only to struggle in workplaces that reward a completely different set of behaviours.
The problem isn't usually ability or motivation. It's the gap between what education rewards and what modern workplaces expect.
Schools reward following instructions, getting the right answer and avoiding mistakes.
Workplaces expect initiative, independent judgement, navigating ambiguity and teamwork.
Few people are ever taught how to make that transition.
This programme helps organisations bridge that gap, so capable employees contribute sooner and organisations get a better return on the talent they've already invested in.
WHAT HAPPENS WHEN WE WORK TOGETHER?
1. Manager Conversation
We begin with a one-hour conversation to understand your organisation, the role and the outcomes you're hoping to achieve. This ensures the coaching is aligned with your organisation's objectives from the very beginning.
2. Employee Conversation
Next, I'll spend an hour getting to know your employee, understanding their experience of the workplace and exploring the opportunities and challenges they're currently facing.
3. DISC Behavioural Profile
Your employee will complete a DISC behavioural profile, helping us build a deeper understanding of their natural communication style, strengths and preferred ways of working.
4. Shared Coaching Goals
Using the insights gathered, we'll agree a shared coaching focus that supports both your organisation's objectives and your employee's individual development. This creates clarity and direction before coaching begins.
5. Tailored Coaching
We'll then begin six personalised coaching sessions, using real workplace situations to develop the confidence, communication and workplace behaviours needed to help your employee contribute more effectively.
6. Mid-Programme Review
Halfway through the programme, we'll review progress together, celebrate what's working well and refine the focus where needed to ensure the coaching continues to deliver meaningful impact.
6. Final Review & Next Steps
We'll finish by reviewing the progress that's been made, reflecting on the agreed coaching goals and identifying practical next steps to support your employee's continued development.
Investment
The Quietly Brilliant: Early Career programme is designed for one employee and their manager.
It includes:
One-hour manager conversation
One-hour employee conversation
DISC behavioural profile for the employee and manager
Shared coaching goals
Six personalised 1:1 coaching sessions for the employee
Mid-programme review
Final review and written summary
Investment: £1,500
If you'd like to support multiple employees or discuss a wider organisational programme, I'd be happy to create a bespoke proposal.
WHAT HAPPENS WHEN WE WORK TOGETHER?
1. Manager Conversation
We begin with a one-hour conversation to understand your organisation, the role and the outcomes you're hoping to achieve. This ensures the coaching is aligned with your organisation's objectives from the very beginning.
2. Employee Conversation
Next, I'll spend an hour getting to know your employee, understanding their experience of the workplace and exploring the opportunities and challenges they're currently facing.
3. DISC Behavioural Profile
Your employee will complete a DISC behavioural profile, helping us build a deeper understanding of their natural communication style, strengths and preferred ways of working.
4. Shared Coaching Goals
Using the insights gathered, we'll agree a shared coaching focus that supports both your organisation's objectives and your employee's individual development. This creates clarity and direction before coaching begins.
5. Tailored Coaching
We'll then begin six personalised coaching sessions, using real workplace situations to develop the confidence, communication and workplace behaviours needed to help your employee contribute more effectively.
6. Mid-Programme Review
Halfway through the programme, we'll review progress together, celebrate what's working well and refine the focus where needed to ensure the coaching continues to deliver meaningful impact.
6. Final Review & Next Steps
We'll finish by reviewing the progress that's been made, reflecting on the agreed coaching goals and identifying practical next steps to support your employee's continued development.
Quietly Brilliant Early career Success Stories
From needing reassurance to trusting her judgement
Early career coaching case study: Discover how clearer expectations and better communication helped one graduate build confidence and trust her judgement at work. ...more
Developing Early Career Talent Success Stories
July 21, 2026•2 min read
From quiet in meetings to confident contribution
Early career coaching case study: Discover how one graduate gained confidence in meetings by working with their manager to make thoughtful contributions more visible. ...more
Developing Early Career Talent Success Stories
July 21, 2026•1 min read
From fear of presenting to confidence at work
Early career coaching case study: Discover how one employee overcame presentation anxiety, built confidence and communicated their expertise at work. ...more
Developing Early Career Talent Success Stories
July 21, 2026•2 min read
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