quietly brilliant: unlocking quiet talent
Helping your quietly brilliant people have the influence their expertise deserves - without asking them to become louder.
quietly brilliant: unlocking quiet talent
Helping your quietly brilliant people have the influence their expertise deserves - without asking them to become louder.
You might recognise one of your team here if...
...they're one of your strongest performers but rarely talk about their achievements.
...they have excellent ideas but often keep them to themselves.
...they're highly respected by colleagues but are often overlooked for opportunities.
...they avoid self-promotion, even when they've done exceptional work.
...they're thoughtful, dependable and quietly get on with the job.
...you suspect they could have much greater influence than they're currently having.
You might recognise one of your team here if...
...they're one of your strongest performers but rarely talk about their achievements.
...they have excellent ideas but often keep them to themselves.
...they're highly respected by colleagues but are often overlooked for opportunities.
...they avoid self-promotion, even when they've done exceptional work.
...they're thoughtful, dependable and quietly get on with the job.
...you suspect they could have much greater influence than they're currently having.
Why I created the Quietly Brilliant: Unlocking quiet talent PROGRAMME
For over 20 years, I've watched talented, thoughtful people underestimate themselves because organisations underestimated them first.
Too often, quiet is mistaken for a lack of confidence, ambition or leadership potential.
Yet the people who think deeply, listen carefully, ask thoughtful questions and make balanced decisions are often the very people organisations need most.
This programme isn't about helping quiet people become louder.
It's about helping organisations recognise, develop and fully benefit from the strengths they already have.
Why I created the Quietly Brilliant: Unlocking quiet talent PROGRAMME
For over 20 years, I've watched talented, thoughtful people underestimate themselves because organisations underestimated them first.
Too often, quiet is mistaken for a lack of confidence, ambition or leadership potential.
Yet the people who think deeply, listen carefully, ask thoughtful questions and make balanced decisions are often the very people organisations need most.
This programme isn't about helping quiet people become louder.
It's about helping organisations recognise, develop and fully benefit from the strengths they already have.
WHAT TO EXPECT
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 help your employee communicate their value, increase their influence and build on the strengths they already bring.
Typical coaching themes include:
communicating ideas with greater impact
influencing without performing extroversion
navigating difficult conversations
building confidence in meetings and presentations
recognising and using strengths intentionally
developing thoughtful leadership
managing energy and avoiding burnout
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: Unlocking Quiet Talent programme is designed for one team member and their manager.
It includes:
✓ One-hour manager conversation
✓ One-hour employee conversation
✓ DISC behavioural profile for manager and team member
✓ Shared coaching goals
✓ Six personalised coaching sessions for the team member
✓ Mid-programme review
✓ Final review and written summary
Investment: £1,500
If you'd like to support more than one employee or discuss a wider organisational programme, I'd be happy to create a bespoke proposal.
WHAT TO EXPECT
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 help your employee communicate their value, increase their influence and build on the strengths they already bring.
Typical coaching themes include:
communicating ideas with greater impact
influencing without performing extroversion
navigating difficult conversations
building confidence in meetings and presentations
recognising and using strengths intentionally
developing thoughtful leadership
managing energy and avoiding burnout
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.
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