Anstey Thomas

Executive Coach & Mentor

  • Leadership Development
  • Presence/Personal Impact
  • Effective communication
  • Presenting/Pitching skills

Partner process coaching

Partner process coaching is not just about getting people through the process, it’s about helping them become a partner…

Many firms have a ‘Partner Process’ in place, which involves a director going through a series of interviews and psychometric tests to make sure they’re ready to transition to partner.  It can be a stressful and challenging time where people feel pressure to answer what they think they need to say and what others want to hear rather than what they believe in.   I help directors enjoy the process, feel a sense of ownership during it and say what they really want to say in a way that resonates for the interviewer and reflects the broader business need.

Over the past few years I have coached over 50 directors successfully through this process and have helped them understand what being a partner means in a broader and pro-active way.  Moving from being an employee to a business owner is much harder than most people anticipate and it’s my job to help them embrace this change and challenge with greater understanding, knowledge, self awareness, broad perspective, confidence and courage.  In the words of one director “the coaching wasn’t just about getting me through the process, it made me a partner”.

Benefits of partner process coaching for you:

  • Support during a potentially stressful period
  • Greater confidence and self-belief
  • Breathing space and reflective time during a ‘full on’ process
  • Greater self-awareness of strengths, value to the business and development needs
  • Time to explore and articulate your personal and business cases
  • Interview practice via role-play
  • Greater clarity, presence and impact when being interviewed
  • Understanding what ‘becoming a partner’ means to you and how to transition effectively

Benefits of partner process coaching for the business:

  • Confident, articulate and expressive candidates
  • Directors who are already thinking from a partner perspective and will transition effectively
  • New business leaders who are self-aware, recognising their strengths and on-going development needs
  • Shift in focus on strategic concerns, broader business needs and becoming a ‘business owner’
  • Empowering leaders who recognise their responsibility to nurture and retain future talent
  • Partners who are willing to learn and challenge themselves

Anstey Thomas