The Approach
The Wright Approach, and the philosophy behind it, grew from my belief that meaningful change cannot be reduced to a formula.
People are rarely short of generic advice. What they are often missing is the space to think: to hear their own thoughts fully, question assumptions they may have carried for years and make sense of what is changing both around them and within them.
That is particularly important at moments when identity is involved.
A promotion is not simply a change of job. It can alter how you see yourself and how visible or exposed you feel.
Leaving a long career is not simply a diary change. It can affect status, structure, purpose, relationships and your sense of who you are.
And sometimes there is no obvious milestone—only a growing awareness that something no longer fits.
My role is not to provide a ready-made answer. It is to help you create the conditions in which your own answers can emerge.
Working with me
My coaching is thoughtful, human and highly individual.
You can expect warmth and genuine attention, but not passive agreement. I will listen carefully, notice patterns, ask questions that help you look beneath the obvious answer and challenge you when that would be useful.
There is no performance required. You do not need to arrive sounding confident, knowing exactly what you want or presenting a polished version of yourself.
We can begin with uncertainty.
I will not position myself as the expert on your life or tell you what your next chapter ought to look like. I bring experience, perspective and a strong coaching framework. You bring your knowledge of yourself—even when that knowledge initially feels difficult to access.
The work happens where those things meet.
Working with people and organisations
I bring a combination of professional coaching expertise and substantial experience of organisational life.
I am a Chartered Fellow of the CIPD and hold an ILM Level 7 qualification in Executive Coaching and Mentoring. My wider career has spanned leadership and management development, organisational development, workplace wellbeing, change and people practice.
That background matters because personal transitions do not happen in a vacuum. Leadership is shaped by culture, power, expectations and relationships. Career decisions affect much more than work. Confidence can be influenced by systems and circumstances as well as by what is happening within us.
I understand those complexities. I also know that insight alone is not always enough: eventually, it needs to help you decide, act or begin seeing yourself differently.
Why this work matters to me
I know that experience and capability do not make us immune to uncertainty.
We can be accomplished and still question whether we belong. We can be ready to leave something and still grieve what it has given us. We can want change while feeling deeply reluctant to let go of the identity, recognition or security attached to what came before.
I am interested in those in-between places—not because people need fixing, but because they often contain more possibility than we can see while standing in the middle of them.
The Wright Approach is about making room for that possibility. It is about helping people recognise what they already carry, decide what they want to take forward and create a next step that feels true to who they are becoming.
Is my approach right for you?
You may be here because you are stepping into leadership, preparing to step away from a career or facing a change that is harder to name.
You do not need to decide which coaching route is right before contacting me. Our first conversation is an opportunity to talk about what is happening, what you need and whether I am the right person to support you.
No performance. No predetermined answer. Just a thoughtful place to begin.
"Thanks to Adele’s help, I re-discovered my passion
for equality, diversity and inclusion
and feel so much more confident about what I have to offer."
KD, EDI Lead, Crown Prosecution Service
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