— CREDENTIALS
Qualifications and Tools
My coaching approach is strengths based. I use positive psychology techniques to help people understand their unique individual strengths and how to use them to move forward with more clarity and grow as a leader. I hold ICF ACC accreditation and have formal coaching training from IECL, Gallup and Hogan. Paired with my experience leading teams through rapid growth at Google, I bring both the rigour and the real-world experience to the work.
—— COACHING ACCREDITATION
INTERNATIONAL COACHING FEDERATION
ICF Associate Certified Coach (ACC)
The ICF is the globally recognised professional body for coaching. My ACC accreditation shows I'm an experienced coach (more than 200 hours of coaching), I'm a highly trained coach (over 50 hours of coaching training) and I'm aligned to a coaching body, their standards and their code of ethics.
—— COACH TRAINING
INSTITUTE OF EXECUTIVE COACHING AND LEADERSHIP (IECL)
Level 2 Certificate in Organisational Coaching
IECL is one of Australia's most respected coach training organisations. Getting my Levels 1 and 2 certificates with them taught me about different coaching frameworks and methodologies, techniques including narrative coaching and how to deliver quality coaching to different individuals based on situation.
—— ASSESSMENT TOOLS
HOGAN ASSESSMENTS
Hogan Personality Assessments
Hogan is the gold standard in personality assessments for leadership development, built on decades of peer-reviewed research specifically designed to predict leadership performance and identify derailment risk. It is used by some of the world's biggest and most advanced companies for hiring the right people and selecting future leaders. Used in 1:1 coaching to surface blind spots and in team coaching to build shared self-awareness about how individual styles affect collective performance.
HOGAN ASSESSMENTS
Hogan 360
The Hogan 360 gathers structured feedback from a leader's peers, direct reports and manager to create an accurate picture of how their leadership lands in reality. I use this with coaching clients who want to understand the gap between how they see themselves as a leader and how others experience them. It's one of the most powerful tools I use for identifying specific, evidence-based development priorities.
GALLUP
CliftonStrengths
CliftonStrengths identifies the 34 talent themes that define how an individual naturally thinks, feels and behaves. It is the most researched strengths-based framework in the world and underpins my approach to coaching. I use this with individual coaching clients to help them understand where their natural energy lies and build their leadership approach around it and with teams to create a shared language around strengths and how they complement each other.
PETER BERRY CONSULTANCY
High Performing Teams Assessment
The HPTA applies the same Hogan methodology to a team rather than an individual, measuring the key factors that differentiate high performing teams from average ones. I use this with leadership teams at the start of a team coaching engagement to establish a clear baseline of where the team is today, identify where energy and trust is being lost and give our work together a concrete, evidence-based foundation to build from.