Workplace coaching & development
Develop people. Strengthen performance. Improve experience.
Workplaces are made of people.
And people bring judgement, communication, confidence, stress, habits, relationships, leadership, assumptions and life outside work into the organisations they are part of.
Sometimes the need is individual.
A manager may be stepping into a new role. A member of staff may be struggling with confidence, communication or workload. A leader may need somewhere confidential to think.
Sometimes the need sits across a team or organisation.
There may be tension, unclear expectations, difficult conversations, inconsistent customer experience, low confidence, change, pressure or simply a desire to develop people more intentionally.
Farside provides coaching, facilitation, training and development around the human side of work.
People · Performance · Development
How I work
Development that connects back to real work.
I’m not particularly interested in training that sounds good in the room and disappears by Monday morning.
The useful question is:
What needs to be different in the way people think, communicate, decide, lead or behave when they go back to work?
Depending on the brief, I may work as a:
coach · facilitator · trainer · development partner
The format might include conversation, reflection, skills practice, structured exercises, facilitated discussion, case examples, feedback, planning and review.
I adapt the work around the people and environment involved rather than delivering exactly the same thing regardless of context.
support a manager, leader or member of staff through change or new responsibility
give somebody confidential space to think and develop
strengthen communication across a team
improve confidence, decision-making or personal effectiveness
develop leadership and people-management skills
help managers handle difficult conversations more effectively
reduce avoidable conflict or misunderstanding
support people working under sustained pressure
improve emotional awareness and reflective practice
strengthen customer-facing communication and service
develop a healthier team culture
run a useful development day rather than another forgettable workshop
add external coaching or facilitation alongside existing HR, L&D or wellbeing provision
What's your current challenge, what might you need?
LEAD
Leadership & Management
Leadership development · people management · coaching skills for managers · feedback · responsibility · delegation · difficult conversations · developing others
CONNECT
Communication & Relationships
Communication · emotional intelligence · working relationships · conflict · listening · boundaries · inclusive communication · collaboration
PERFORM
Performance & Capability
Confidence · decision-making · focus · resilience · personal effectiveness · accountability · sustainable performance · adapting to change
EXPERIENCE
Customer & Employee Experience
Customer care · service culture · customer-facing communication · service recovery · values in practice · employee experience
REFLECT
Awareness & Practice
Self-awareness · reflective practice · stress · wellbeing · trauma-informed awareness · learning from experience · professional development
These are starting points rather than a fixed curriculum.
We identify where development would be most useful and design the work around that.
Areas of development
Practicals & investment
1. Tell me what’s happening
We begin with a conversation about the organisation, people involved and what has prompted the enquiry.
2. Clarify the need
Is this coaching? Training? Facilitation? A team issue? Leadership development? Something else?
3. Shape the work
We agree who is involved, intended outcomes, format, confidentiality and practical requirements.
4. Proposal & agreement
You receive a clear scope, fee and working agreement.
5. Deliver, learn and review
We do the work, gather useful feedback and review what — if anything — should happen next.
You don’t need to arrive with the solution. A useful first conversation can help us understand the problem properly.
DISCUSS YOUR DEVELOPMENT NEEDS →
Ways we can work together
1:1 Workplace Coaching
For employees, managers, leaders or professionals who would benefit from confidential developmental support.
Possible areas include:
leadership · communication · confidence · decision-making · performance · relationships · change · stress · boundaries · career development
This can be commissioned as a short block, ongoing coaching arrangement or part of a wider development programme.
DISCUSS 1:1 COACHING →
Leadership & Management Development
For emerging, established or senior leaders who want to become more effective in the way they lead people.
This may include:
self-awareness · communication · expectations · feedback · delegation · accountability · emotional intelligence · conflict · coaching skills · leadership under pressure
Available through 1:1 coaching, workshops or combined programmes.
Team Development
Facilitated sessions focused on what is actually happening in the team.
This might include:
communication · trust · roles · working relationships · conflict · accountability · collaboration · team effectiveness · shared priorities
Rather than diagnosing a team from the outside, I begin by understanding the brief and hearing what the people involved are experiencing.
Staff Training & Workshops
Practical learning and development around themes such as:
communication · emotional intelligence · stress awareness · self-leadership · relationships at work · customer experience · reflective practice · sustainable performance
Sessions can be designed as one-off workshops, development days or part of a longer programme.
Customer Experience Development
Customer experience isn’t only a process.
Eventually, somebody has to look another human being in the eye, listen properly, communicate well, solve a problem and make the organisation’s values real.
This work can explore:
customer-facing communication · confidence · service culture · complaints and recovery · expectations · consistency · staff experience · values in practice
Facilitation & Development Days
For conversations or development work that benefit from somebody external holding the process.
This may include:
away days · reflective sessions · team conversations · development days · planning sessions · facilitated learning · difficult conversations
The aim isn’t to arrive with a motivational deck and perform at people.
It is to create enough structure for useful thinking, participation and learning to happen.
Longer Development Partnerships
For organisations that want support across several months rather than a single workshop.
This might combine:
1:1 coaching · leadership development · team sessions · workshops · review
We agree the outcomes, scope and rhythm together.
Dan's background
My background brings together business ownership, people management, customer experience, coaching, facilitation and learning and development.
I’ve managed teams of 20+, worked across recruitment, staff development, operations and customer experience, and helped establish an in-store business within John Lewis & Partners’ Southampton flagship.
I now deliver coaching, facilitation, workshops and development work with individuals, groups and organisations.
ICF Accredited Coach · Facilitator · IAPCP-accredited Hypnotherapy Practitioner · DBS Checked · Professionally Insured
MEET DANIEL →
Getting started
Organisational work is usually quoted according to the brief.
That may include:
1:1 coaching
Workshops and facilitated sessions
Half-day or full-day development
Programmes and longer partnerships
Fees depend on the number of people involved, preparation, delivery format, travel, materials and any follow-up required.
A clear proposal and total fee are agreed before work begins.
DISCUSS YOUR DEVELOPMENT CHALLENGES & NEEDS →
What you can expect
From me
Professionalism · Presence · Curiosity · Confidentiality · Honest feedback · Clear boundaries · Practical development · Relevant experience
I’ll aim to understand the people, environment and purpose before deciding what the work should look like.
I won’t pretend every organisational problem can be solved by coaching.
If another kind of expertise is more appropriate, I’ll say so.
From the organisation
Clarity about the purpose of the work.
Realistic expectations.
Appropriate access to the people and context involved.
Respect for confidentiality.
And willingness to look at the system around the person, rather than assuming every workplace difficulty lives entirely inside one employee.
Studio
Meet Daniel
Resources
Events
Contact
Free readiness call
dan@farsideproject.co.uk
Phone: 07935 285808
People. Performance. Development.
Coaching, facilitation, mentoring and development for individuals, couples, families, business and organisations.
Services
Personal coaching
Couples & Families
Business support & development
Workplace coaching & development
ICF Coach · IAPCP Hypnotherapy Practitioner (NLP) · TQUK Counselling Skills · Trauma-Informed · Attachment-Aware · Mindfulness Practice, Teaching & Mentoring · Relational & Integrative Therapy Training · DBS Checked · Insured
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