Jayne Saul-Paterson QCG RCGP
Greater Bristol Area, United Kingdom
2K followers
500 connections
About
I am a Holistic Leadership and Career Coach & Facilitator specialising in the areas of…
Services
Articles by Jayne
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Take time out to plan and engage with your priorites in life and work..
Take time out to plan and engage with your priorites in life and work..
Do you need time for you just to plan positive changes in your personal and/or working life ? Do you lack confidence in…
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Activity
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I have been fortunate to have had many memorable experiences throughout my career and yesterday’s opportunity to meet @Sam Reardon, 2024 Olympic…
I have been fortunate to have had many memorable experiences throughout my career and yesterday’s opportunity to meet @Sam Reardon, 2024 Olympic…
Liked by Jayne Saul-Paterson QCG RCGP
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Milestone alert: We've just added another £1m in independently verified social value through our social impact programmes, bringing our total to £32m…
Milestone alert: We've just added another £1m in independently verified social value through our social impact programmes, bringing our total to £32m…
Liked by Jayne Saul-Paterson QCG RCGP
Experience
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GSP Coaching Ltd
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Education
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Licenses & Certifications
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Diploma in Stress Management
Stress Management Consultancy
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Postgraduate Certificate in Emotional Literacy
School of Emotional Literacy, University of Bristol
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Certificate in Life Coaching (Personal Performance)
Coaching Academy (Formerly British Coaching Academy)
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Postgraduate Diploma in Clinical Hypnotherapy
London School of Clinical Hypnosis
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Diploma in Specific Learning Difficulties (Dyslexia)
Roehampton Institute of Higher Education
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Courses
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Certificate in Performance Coaching
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Certificate in Person Centred Counselling
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John Lees Career Coach Masterclasses
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Primary Certificate in Cognitive-Behavioural Therapy
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Primary Certificate in Stress Management (CPD)
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Renew You Licensed Trainer
http://www.changingpeople
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Solution focused coaching
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Organizations
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Babbasa - Youth Empowerment Projects CIC
Mentor
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Friends of Redland Green School (PTA)
Trustee
Recommendations received
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Lucy Barkas
A wonderful way to start the day. Talking to Kylie Denton about a subject close to my heart (and our own experience) - menopause. Karen Heras-Kelly CPCC PCC and I will be talking about it in our podcast #sayitsister too. It's a topic that I will keep talking about because 40% of working women are either in peri or post menopause and it really is a health matter that everyone needs to understand. #perimenopause #periprofessionals #menopause #womeninleadership
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Kirsty Heap
🔍 Are you or someone you know neurodivergent and seeking support in the workplace? Join me for an insightful webinar on Access to Work. 🗓 Date: Thursday 5 September 🕒 Time: 08.30 – 09.00 BST 📍 Link: https://bit.ly/3AIvQMD In this session, I will cover: 👉What Access to Work is Learn about this UK government programme offering up to £62,900 per year to help with work-related adjustments. 👉Eligibility Criteria Understand who can benefit, including those who are neurodivergent. 👉The Assessment Process Discover how to navigate the application and assessment. 👉Workplace Strategies Explore practical support options such as neurodivergent coaching, noise-cancelling headphones, and more. Don’t miss this chance to get valuable insights and practical tips for securing the support you need at work. #AccessToWork #FreeWebinar #UK #Neurodivergent #Support #AccessToWorkSupport #AccessToWorkUK #NeurodivergentSupport #NeurodivergentCoach
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Kate Jennings
As we approach an almost certain change of UK government it's a pivotal time to reflect on our responses to change. Change can be a double-edged sword; it can ignite a sense of possibility and hope for some and a feeling of uncertainty and fear for others. 🤔 Why do we react to change differently? Our experiences, values, expectations, and the stakes involved play significant roles. For those who view the change positively, it can represent new opportunities and growth. Conversely, change can be daunting and worrying for those concerned what a change may bring. This applies to our country, our companies, and our personal lives. 🌐 How can we navigate these differing perspectives? It starts with empathy. Recognising that not everyone shares the same response to change allows us to approach conversations with understanding and care. The ability to ‘disagree agreeably’ is a very useful skill. 🔄 And at work, what can we do to foster a positive environment amidst change? How can we encourage open communication, provide support where needed, and champion flexibility within our teams? https://lnkd.in/dqwGR4hg
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Gail, Eaton-Briggs, Keynote Speaker, Author, GAICD
I admire the work of those who choose to work in the ECEC Sector. Here is what I found when I worked closely with service leaders recently - and my tips for those who want to create psychologically safe workplaces and minimise self-doubt. #ECEC #selfdoubt #psychologicalsafety #leadership #brainfriendlycoach About my Brain Institute #Earlychildhood #culture #professionaldevelopment
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Gareth Lock
Suzette Woodward makes some excellent points here https://lnkd.in/ekhqKtYA and the need to move the learning from collecting events and counting them to telling stories that can help people learn, navigating complexity and tensions that exist within any system. There are many reasons why organisations count incidents and events, but learning is not going to be one of the primary outcomes. Data and counting rarely bring out the reality of the challenges faced by people within the system. A dialogic approach allows stories to emerge from the interaction and the narrative. By taking a 'curious' approach, the path that the conversation takes is not fixed, it winds and ideas are triggered by other ideas. The challenge is then synthesising that into something someone else can pick up and learn from. Sometimes that isn't possible, because the specific learning points are not known to the other parties involved. It isn't until later that a thought is triggered in another story... Dave Snowden's short summary here https://lnkd.in/egYjY8xR brings this to life. One thing that came up in multiple discussions at the Safety-II in Practice conference yesterday in Lund was the need to build (not find) time into our learning opportunities. If we don't build time in, to schedule it so it is part of the fabric and the habit of the activity, then the storytelling becomes another part of the goal conflicts we face when undertaking work. The problem is that storytelling and critically reflecting on an activity rarely have an immediate ROI. Rather, they help the 'organisation' learn because the people in the organisation are learning. Organisations don't learn, the people within it do, and we have to maximise the knowledge (and meaning) that those people have. One of the coaching models is GROW: Goals, Reality, Options, Will... The reality is understanding the status quo and what is getting in the way of the goals being achieved. One of the parts of my MSc was to look at the barriers and enablers for context-rich storytelling in diving following an adverse event. If we don't understand the barriers, and work to break them down, no matter how much we say "Tell us a context-rich story..." it won't happen. Look to dismantle the social and technical barriers through learning (experiences and resources) and enable your teams and organisations to tell stories. https://lnkd.in/ea45b2Cr - my MSc thesis. Storytelling to learn: what happens underwater, stays underwater. Sverre Kompeer's thesis which shows what happens when the leadership shifts and there is an opportunity to tell second stories in a rail setting https://lnkd.in/embKDTrF #humanfactors #learningfromunintendedoutcomes #incidentinvestigation #storytelling #learning
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