Diana started coaching in 2010 and specializes in coaching head teachers in challenging circumstances. She uses skillful questioning to help her clients forge a plan of action and new ways of thinking in the midst of difficult situations. Diana is expert at helping clients navigate leadership challenges that arise when working with multiple teams, she is adept at helping clients find new levels of clarity and courage.

Diana has coached over 30 head teachers in various stages of their career, helping clients to navigate system leadership and culture development. She has coached senior teams in 9 countries in the state and independent sector. Diana has developed successful individual and team coaching programs under the banner of Courageous Leadership – coaching senior teams to reflect deeply on their culture and practice.

22 years’ experience leading secondary education, including six years as a successful head teacher in a London secondary school and subsequently an executive head; Diana works at the cutting edge of leadership development. She is known as a resilient, skilled in urban leadership under challenging circumstances. Diana couples sound strategic vision whilst giving clear operational direction. Diana was a school inspector for 9 years with developed expertise scrutinizing operational systems and leadership competency. She founded The Academy of Women’s Leadership; specializing in supporting women to grow the leadership cultures of their organisations and to flourish as leaders supremely confident leaders.

ILM L5

Fierce Conversations

Five Dysfunctions of a Team

Inclusive leaders help organisations attract the best talent from talent pools that have not yet fully been tapped. This is crucial, not simply because it engages more high-quality talent for your business, but bringing in perspectives and experiences from traditionally underrepresented talent groups provides insight into the perspectives and experiences of underrepresented customer groups as well. This can also help shed light on problems that more homogenous teams have been stuck on and unable to resolve.

But attracting diverse talent is only the start. The biggest advantage of inclusive leadership is that inclusive leaders know how to unleash individual potential and create an environment where all talent can thrive and grow.

Research shows that leaders who are seen as fair and respectful, encourage collaboration, and value different ideas and opinions are 2.5 times more likely to have effective employees on their teams. In other words, the ability to unlock individual potential benefits everyone that is led by an inclusive leader, but it benefits underrepresented talent even more. Why?

Individuals from traditionally underrepresented groups face additional biases and barriers to their professional development. If they do not feel included in an organisation, they are unlikely to reach their full potential. Inclusive leaders help underrepresented people understand that they have the power to take ownership of their own careers and equip them with the specific insights, strategies, and tools they need to drive their development forward.

They do this through mentoring, sponsorship and coaching, and they are advocates for individuals who they think are being treated unfairly. They also help individuals develop greater self-agency, encouraging them to speak up, be heard, and optimise their contributions.

Trauma can be a one-off event or series of events. Any event which creates feelings of fear, powerlessness, unsafe or rejection can be considered to be traumatic. Each person who experiences trauma can have a different physiological response and/or psychological response and it is important to take time to understand the various ways that trauma can affect people. Each adverse childhood experience a child has in their lives increases the likelihood of a child developing trauma-based behaviours. This can lead to a lack of feeling safe in their bodies on a day-to-day basis. This can have a huge impact on their self-esteem, relationships with others, and their ability to access learning.

Trauma-informed approaches in schools are important to support the emotional wellbeing of children who have been exposed to ensure that they have the best opportunities to reach their educational potential. Every part of school life and culture must be trauma-informed so that students are given a consistent approach and a sense of safety is felt.

Schools need to have an inclusive approach to support students who have experienced trauma. There needs to be a culture of giving students the tools to talk about their feelings and process their emotions. There needs to be a culture of safety which means that diversity within mental health is celebrated and bullying is challenged. Systems need to be in place to provide opportunities for students who have experienced trauma so that they are not disadvantaged in their learning opportunities and any barriers are removed.