I am incredibly proud to announce that Clarity Coaching is a finalist in three categories at the London Chamber of Commerce and Industry (LCCI) SME Business Awards 2026:
Being recognised in three categories is both humbling and inspiring. It highlights how much passion and dedication I put into Clarity Coaching. It also shows how much it has grown since I first launched it as a small side hustle in March 2022.
When I started Clarity Coaching, my mission was clear: to support new managers in developing the clarity, self-awareness, and confidence they need to lead effectively.
Today, that mission has evolved into a thriving professional community, a space where new leaders learn to manage teams, handle challenges, and grow into their roles with empathy and resilience.
This recognition reinforces the belief that leadership development is not just about skills, it’s about mindset, courage, and connection.
I’m deeply grateful to everyone who has supported, mentored, and believed in me, clients, peers, and friends alike. Every conversation, recommendation, and word of encouragement has contributed to this milestone.
Your trust allows me to continue doing what I love: helping people to lead with clarity and confidence.
Looking ahead, 2026 promises even more exciting opportunities for growth.
Registrations are now open for the next cohort of the Lead With Confidence programme, starting in February. This 10-workshop leadership development experience is designed to help new managers strengthen communication, self-management, and team leadership. All this with real-world application at its heart. But it also provides them the headspace to stop, think and reflect via one-to-one coaching.
No matter the outcome of the awards, being a finalist at the London Chamber of Commerce SME Awards 2026 is an incredible honour and a sign of how far passion and persistence can take you.
Clarity Coaching helps first-time managers and emerging leaders build the skills and mindset needed to transition successfully from peer to manager. The flagship programme, Lead With Confidence, blends live workshops, individual coaching, and a lifetime community of practice.
To learn more or join the next cohort, register your interest in this link or book directly a 30-min discovery call for free to discuss it further.
When it comes to leadership development, organisations often focus on senior leaders or high-potential executives. But, what about the one who have just landed their very first leadership role, transitioning from peer to manager?
This moment is crucial in anyone’s career. It shapes careers, teams, and entire organisations, to not mention the way these people will manager their teams for years (and decades) to come. For this reason, neglecting new managers carries a hidden ripple effect that not only hurts the individual, but the entire organisation.
Why New Managers Matter So Much
New managers directly oversee the majority of employees in an organisation. They are the ones who set the tone, shape culture at team level, and influence the day-to-day engagement. Their ability to lead effectively can mean the difference between a motivated, high-performing and productive team and one that struggles and drags the organisation with it.
The Hidden Costs of Neglecting New Managers
When new managers don’t get support:
The tricky part of these is that these costs rarely show up on one line in the budget. They appear as higher recruitment spend, reduced productivity, or missed opportunities, but most organisations don’t want (or have the time) to dig deeper into what is the root cause.
The Domino Effect on Culture
The thing is that a poorly (or not at all) prepared manager doesn’t just affect their team, they will have a huge ripple effect through the organisation. Bad habits spread quicker than the good ones (yes, that’s a bummer…) and, if employees feel they are not supported or that their manager takes all the credit, they will lose trust in leadership as a whole. This erodes culture over time.
But let’s also mention that, if employees and other management see someone getting away with certain behaviour, they will either start doing the same or will slowly lose any motivation to do a job well done.
What Organisations Can Do Differently
Handing someone a management title and a training manual is not even close to be enough. Real growth will only happen when managers have:
Investing in new managers is not a “nice to have.” It’s risk management, culture building, and long-term talent retention.
If your organisation wants to reduce turnover, boost engagement, and strengthen its leadership pipeline, I would love to talk about how my coaching programme Lead with Confidence can support your new managers from day one, by providing them a space for learning, growth, self-reflection and support.
After years of coaching professionals in the workplace, I’ve decided to make a shift — and I couldn’t be more excited to share it with you.
Over the years, I’ve worked with so many talented professionals who suddenly found themselves in a leadership role… and totally unprepared for what came next.
They were high-performers, great at what they did — and then one day, they were managing people. No training, no roadmap, just expectations. And it hit me: this is where support matters most. Right at the start.
That’s why I’m focusing all my energy and expertise on helping first-time leaders build confidence, find their voice, and lead with clarity from day one.
This is for you if...
This is for you team if...
Transitioning into a leadership role is challenging. But did you know that failing to support new leaders can be costly — both financially and culturally?
💷 The High Cost of Employee Turnover
Replacing an employee in the UK can be expensive. For example, Small and Medium-sized enterprises (SMEs) often face costs around £26,000 per employee due to recruitment, training, and lost productivity .
These figures highlight the financial impact of turnover, making it clear that investing in leadership development is not just beneficial — it's essential.
⚖️ The Rise in Discrimination Claims
Workplace discrimination claims are on the rise. In the 2023/24 reporting year:
These statistics reflect a growing awareness and intolerance of discrimination in the workplace, emphasizing the need for effective leadership to foster inclusive environments.
I’ve poured everything I’ve learned into this. This isn’t a corporate checklist of leadership buzzwords, it’s real support for real people trying to lead for the first time.
Here’s what you will get:
The workshops that include a wide range of topics in each of their modules. The main modules are:
Stepping into leadership is one of the biggest shifts in your career. It’s where confidence is built, self-doubt creeps in, and clarity can make all the difference.
You don’t have to figure it all out on your own. I’m here to walk with you, with honesty, empathy, and no judgment, as you step into this new chapter.
If this sounds like something you or someone on your team needs, I’d love to chat.
👉 Message or email me to learn more or register your interest here.
Let’s build something great, starting with you!
E: clarity@yourclaritycoaching.com
T: 07999 404 259
