WHO AM I? I’m Wyn Lewis – business owner, coach, director, employee, manager, mentor, partner, shareholder and solicitor.
WHAT DO I DO? I help solicitors, business owners and executives plan, manage and develop their careers and have a better work-life balance.
WHAT’S IN IT FOR YOU? You get to explore and develop options. Plan and manage your future. Do better. Do more. Get focused. Get noticed. Get on. Be confident. Be successful.
WHAT NEXT? Click HERE to fix a time to talk with me about your future.
See my PROFILE for more. Now read on ↓
Coaching is more than just a cosy chat. It’s about:
getting yourself to think better and differently: to be more open and curious; to make more informed and effective decisions; to identify and achieve professional and personal goals, solutions and strategies; to maximise performance and potential; to increase job satisfaction; and to communicate better.
getting yourself to do more with what you already have: dramatic transformations are usually too much of an “ask” of anyone; but everyone can be persuaded to see things differently and take a new approach.
getting yourself to take action now: to take you from where you are to where you want to be instead; to achieve something significant that you really, really, really want.
getting yourself to do things you want to avoid: by doing exercises; doing homework; doing things differently; thinking about who you are, what you want, how you work, when you want to do things; being honest; being uncomfortable (in a good way); being committed; and exploring.
letting your coach into your world: to challenge, guide, inspire, laugh with, listen, provoke, question, support and test you; and say what your friends and colleagues might not.
Click HERE to fix a time to find out more about what coaching is.
If you’re an individual:
- there will be an initial meeting to see how we “fit” and to choose the program that fits best with what you want to achieve.
If you’re an organisation:
- there are two initial meetings: one with a team leader to discuss business expectations for coaching; and another with each person being coached. Then you choose the program that fits best with what you and your staff want to achieve.
Most programs last for 3, 6, 9 or 13 months.
All programs have a coaching agreement that covers confidentiality, responsibilities and expectations.
Click HERE to fix a time to find out more about what coaching involves.
Typically, coaching covers (but isn’t limited to) things like:
- Accountability | acting up | alternatives | ambition | anxiety | authority | autonomy
- Board member responsibilities | business development
- Career guidance | career management | change | clarity | client relationships | colleague relationships | confidence | conflicts | CVs
- Decision-making | delegation | difficult conversations | difficult people | director duties
- Employed to self-employed status | being an expert
- Female executives | first 100 days in a role | fitting in | flexible working | friends and family
- Home v. office-based working | hot-desking
- Impact | independence | interviews | interview practice | interview skills
- Job-related issues | job-hunting | juggling work with everything else
- Kindness | knock-knock behaviours
- Leadership | leadership styles | leadership trends | liking yourself
- Managing yourself and colleagues | making a difference | maternity returners | mentoring | mergers
- Networking | new colleagues | new job – first 100 days | new job – your predecessor | new owner
- Onboarding | organisational issues | outplacement
- Perfectionism | power politics | presentation skills | procrastination | productivity | promotion
- Questioning | quitting
- Recognition | redundancy | responsibility | resilience | returning to work after a break | relationships within work | responsibility without power
- Self-employment | shyness | stepping up | stuck in a rut | stuckness | succession planning
- Team members | team-working | time management
- Uncertainty | understanding – not just responding
- Values | visualising | VUCA world
- Wellbeing | what could be | work-life balance
- You – and what that means
- Zooming-in techniques | Zone of Deference behaviour
investing: in coaching, the word investment is more relevant than the word cost. What you pay for coaching is an investment in yourself and in your future. So the cost of Coaching is less than the value of Coaching.
cost: whether you are an individual or an organisation, the cost will depend on your coaching program. You pay in advance, then draw down your time during the program.
value: do not be tempted to measure the cost of coaching by time spent. Think of coaching as a chance to explore yourself, your team, your group and your colleagues achieving things you might otherwise miss.
social responsibility: you might, after each coaching conversation, want to donate to WXL Coaching’s chosen charity – Dementia UK – to reflect the value to you of your last coaching conversation. You can do that here.
Click HERE to fix a time to find out more about investing in coaching.
As well as my A-Z coaching (see above) I work a lot with the following people:
solicitors: I have three programs for solicitors at different career stages:
- the Uncertain Solicitor: you’re on a career conveyor belt, you may have got on the belt by accident and now don’t know whether to stay on the belt and speed it up, or slow down the belt and get off. You want to explore whether being a solicitor is what you really want and, if so, what it means in the long term. You may want a change (or not). Or you may just want to sense check you’re on the right track.
- the Rising Star Solicitor: you like what you do and are working towards the next (and next-but-one) stages in your career. You’re en route to Associate, Manager, Director, Member, Partner or Business Owner. You thrive in the job and are focused on getting to the top and love doing so. You’re happy with your career. But you need guidance on leadership. Your progress is encouraged, sponsored and supported by your organisation.
- the v2.0 Solicitor: you’re established, but are now asking “What next?” and want to explore whether being a solicitor is what you still want. You’re thinking of not being a solicitor, but still working. You’re interested in using your expertise as a springboard to something else, to give something back to society, to make a longer-term impact or leave a legacy, or to learn something new. You want (or must) plan for a different future.
I’ve been in each fo these categories myself and know what it’s like.
changers: people in established careers who want to focus on “what next” to see if this involves more of the same, or ambitious change, and whether this means full- or part-time employment, self-employment, retirement or something else and how to achieve this. I’m in this group myself and know what it’s like.
women: women who are successful in business, especially women solicitors, to prioritise the demands of work and life in a way that fosters a successful career, but with less guilt about also having a personal, family and social life. I’ve managed teams of (mainly female) lawyers and know what it’s like.
My goal is to make other people successful and for them to feel good about that. Here are some examples:
Working with an ambitious young lawyer…
… who then changed his job for more money and a better lifestyle
Working with an experienced financial services expert…
… to transition from employment to self-employment
Working with a voluntary sector public relations professional…
…to get a previously denied promotion and a new position
Working with a copywriter…
… to gain a qualification, manage her time and have a parallel career in media
Working with a senior C-suite executive …
…to split his time between executive director duties and family carer duties
Working with a long-standing partner in a large law firm…
… to make mid-life decisions about life and work
Working with a successful business owner-manager…
… to expand his business within the UK and internationally
Working with a team of 15 managers within a multinational bank…
… to work better with each other and with their teams
Working with a recently-appointed partner in a private company…
… to adapt to her new status and grow the business