Novum provides development services for individuals, teams, and organizations through coaching, training, and consulting. It was originally founded as PB Coaching in the 1990s and has expanded its services over time under the Novum brand. Novum takes a holistic, values-based approach focused on creating positive change through developing the whole person. It offers bespoke coaching and development programs tailored to each client's specific needs and goals.

2. 04 Our Story
06 Our Mission, Values
& Principles
08 Our Approach
09 What Do We Do?
10 For Individuals
16 For Teams
22 For Organisations
28 Open Programmes
34 Quality & Accreditations
35 Novum People
c o n t e n t s
A
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3. 54
The roots of Novum go back to Peter
Bluckert, one of the UK’s leading figures
in coaching, leadership development
and organisational consultancy.
In the 90s Peter built a team of people and
organisational development experts whose
values, ethics and way of working, underpinned
by principles of Gestalt psychology, reflected
his own. ‘PB Coaching’ was born, a business
that became and has remained one of the UK
and Ireland’s leading executive coach training
and development specialists.
In a fledgling industry PB Coaching aspired to
promote standards and ethics and to always
put quality first.
The business has been closely associated
with the European Mentoring and Coaching
Council (EMCC), now Europe’s largest
professional coaching body, since its inception.
PB Coaching was one of the first organisations
to be approved to provide EMCC accredited
coach training programmes at Foundation,
Practitioner and Senior Practitioner levels.
As our reputation grew and our brand became
synonymous with coach training excellence,
relationships were forged with Leeds Beckett
University (formerly Leeds Metropolitan
University) and the Michael Smurfit Graduate
Business School, University College Dublin.
Long standing partnerships with both these
institutions, with whom we train the highest
quality executive and business coaches to
Postgraduate level, remain firmly in place.
From PB Coaching to Novum
Over time our business developed and
became known for a broader range of services
for individuals, teams and organisations.
The ‘Novum’ brand was launched to articulate
this full range of offerings that goes beyond
coaching.
As a core pillar of the Novum business
PB Coaching continues to develop the
highest quality executive and business
coaches through it’s class-leading range
of open programmes.
Peter’s approach has remained the golden
thread at the core of our company ethos in
terms of a commitment to always delivering
quality, and to working in the ‘here and now'
with the inner landscape of people’s
experience - hopes, fears, anxieties and
values, the whole person. We whole heartedly
commit to our values, and a belief in the
potential for change, regardless of the
individual starting point.
Although our commercial work is primarily
with senior leaders and organisations we also
provide pro bono development as part of our
commitment to social responsibility. We do
this for people and organisations that are close
to our hearts, who might otherwise have little,
if any, access to this kind of support.
It is our hope that we can make their
capacity to improve lives even greater.
Why Novum?
Novum, from ‘the new’, has great
resonance for our own business,
and for our customers.
People work with us because they
want, or need, something new...
• New ways of working
• New ways of understanding their
challenges
• New styles of leadership and
management, or a new culture
At Novum we believe in creating positive change by supporting the
growth and development of people and businesses.o u r s t o r y

4. 76
Courage
We believe that courage is a huge
part of change. It takes courage to be seen
as imperfect, to ask hard questions of
ourselves and others, to make tough
decisions, to speak up when something
needs to be said and heard.
Without courage things will not change
for the better.
We believe that personal and
professional development are
two sides of the same coin.
We aim to develop individuals,
teams and organisations by
helping people bring more
of themselves to their work.
The team at Novum are all here because we
share particular beliefs that really matter to
us. These are the reasons why we do what
we do, in the way that we do it. We uphold
our values and principles in all of our activities
regardless of the context. This applies to
one-to-one development, team interventions
or organisational change, and or indeed our
own interactions as a team.
Insight
In Gestalt there is a phrase,
‘awareness is curative’. Fully understanding
any problem, whether external or in our
inner world is always part of the solution.
But real understanding requires a shift
from our default ways of seeing, our current,
often limiting perspectives.
We will help you gain deeper insight and
more comprehensive understanding because
this precedes all intentional change.
Responsibility
We believe that at the heart of all
outstanding development work with teams
and organisations are individual people taking
greater personal responsibility for bringing all
of themselves to their relationships and
their work.
Coupled with ‘courage’ and ‘insight’ this means
a shift from being driven by what is outside our
awareness to choosing to do what we know is
most right.
The yardstick for action is no longer external
to us or a template from the past it is what
we ourselves know is needed right here,
right now.
Potential
People and organisations are not
paintings that reach a stage of perfection
where they can be spoiled by one more
stroke of the brush.
We are continually growing, a life’s work.
We believe that regardless of the starting
point there is always potential to change,
learn and develop.
Levels of trust, communication, performance
and the quality of our relationships can always
be enhanced. We will help you unlock the
latent potential within yourself, your teams
and your organisation.
+ l W e
o u r m i s s i o n, v a l u e s a n d p r i n c i p l e s

5. Helen Corcoran
Organisation
98
We experienced a quality
programme that absolutely
hit the mark, addressing the
inner game and creating
real change
Helen Corcoran - Organisation Development
& Improvement Learning Team, York
Teaching Hospitals Foundation Trust
‘‘
Our approach to developing individuals,
teams and organisations centres around four
core principles:-
• Always delivering excellent quality
• Creating positive change
• Working in the ‘here and now’ and with the
inner landscape of people’s experience
- the whole person
• Keeping our values at the heart of everything
we do; courage, insight, responsibility and
potential
Whether we are supporting you through
change as an individual team or organisation,
or whether you are training on an open
programme, you will experience our
commitment to these four core pillars
throughout.
Our approach helps our clients to ‘hold a
mirror’ up in front of themselves. This means
helping them see more of the inner landscape
surrounding their issues, and what they bring to
their situation that was outside their awareness.
This might include assumptions, mindsets and
behaviours or how feelings, beliefs and values
impact effectiveness. We enable people to take
greater personal responsibility for themselves
and for taking more intentional and effective
action whatever their role requires.
‘Lightbulb Moments’ are typical
with this approach. It would not be an
overstatement to say that our work is often life
changing for delegates and transformational
for their organisations.
For each, we offer:
• Highly tailored ‘Bespoke Development’
programmes
• ‘Coaching Services’ a comprehensive
suite of coach training options and coaching
interventions
l
Novum provide class-leading development services for individuals,
teams and organisations
Novum also incorporates the
prestigious coach training and
education business ‘PB Coaching’,
We are acknowledged experts in the
field of coach training and development
and have been training the highest
quality executive and business
coaches on our accredited programmes
since 2000.
PB Coaching provide some of the
UK and Ireland’s most advanced ‘open’
coach training courses for new and
experienced coaches.
o u r a p p r o a c h w h a t w e d o

6. 1110
Self-development, healthy challenge
and supporting conversations are just
as important when you reach the top as
they were on the way there, but senior
leaders can struggle to find this kind of help.
Further, the challenges of modern leaders
are unlikely to be resolved with classic
leadership methodologies and existing
frames of reference.
More than ever, leaders and managers
need the ability to:
• Attune to themselves
• Regulate themselves
• Bring all of themselves to their leadership
role
We provide high quality
one-to-one support
and development for leaders
and senior managers.
At Novum we believe that personal and
professional development are two sides of
the same coin, and that both are absolutely
necessary for today’s leaders. We are working
in times of ever-increasing change, uncertainty,
pressure and complexity. These circumstances
often evoke unhelpful reactions, that limit
creativity and reflexivity, such as self – doubt,
stress and anxiety. These can keep people
fixed in their habitual responses, reacting to
the present as though it were their past.
• Create line of sight between their
enduring sense of ‘what really matters’,
and their personal and leadership
objectives
...if they are to effectively lead themselves,
their teams and their organisations.
Whilst the evidence shows that this leads
to greater organisational success and
sustainable results, classic approaches to
leadership support and development rarely
address this territory. At Novum we put it at
the centre of our approach.
Who is a leader?
We strongly believe that it’s not just the people
at the very top who can be leaders. Everyone
has the capacity to bring more of themselves
to their role; to take greater personal
responsibility, to challenge and support, to be
seen and heard when they know they have a
part to play.
Creating this view of leadership in an
organisation is a powerful approach to
empowering people and unlocking potential.
Our individual development options can
provide:
• Immediate support in times of turbulence
and change
• Focussed coaching to help you work
towards specific goals, work through
challenges or make the most of
opportunities
• The self development knowledge, tools
and practices that will make you a more
effective leader
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f o r i n d i v i d u a l s

7. 1312
The stress and pressure of modern leadership
can cause us to lose contact with ourselves
and ‘how we’re really doing’, which in turn
makes it all to easy too disconnect from our
colleagues and our tasks.
The modern leader needs a tailored support
and development service that attends not only
to objectives, knowledge and relationships,
but to their inner development as well.
What do we offer?
Novum’s bespoke one-to-one development
services are highly tailored options that will:
• Enhance personal effectiveness and
develop leadership capability
• Address ‘vertical’ development needs
as well as horizontal
Senior managers and leaders are at times
required to step up into new and different
roles, to exhibit new behaviours, new ways
of being that are unfamiliar.
How can we find our own way, without
having to rely on leadership models that
may be inadequate for the task, or may
just not ‘fit’?
At other times the day-to-day pressures and
uncertainties of modern organisations can
make it easy to lose our effectiveness or to
become disengaged, whether we realise it
or not.
• Increase the capacity to attune to and
regulate internal processes such as
emotions and ‘self-talk’ even in the face
of intense pressures
• Develop relationship and system
awareness
• Develop the ‘in the moment’ skills and
techniques required to pause, reflect
and make effective choices
• Help you become the leader you know
you can be, more of the time
No two programmes are ever the same.
They often begin with a diagnostic or
assessment process, the programme will
be structured but flexible remaining true
to your emergent needs.
Face-to-face meetings may be supplemented
by telephone or video call sessions, job
shadowing, mentoring and skills development.
Who is it for?
These programmes create truly inspirational,
transformational leaders.
They are ideal for leaders and senior
managers. Those who recognise (or who
have been identified as having) the need or
capacity to grow personally, professionally and
to develop more sophisticated approaches to
leading themselves and others.
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b e s p o k e d e v e l o p m e n t

8. 1514
‘‘
• Additionally, there are huge benefits to
be gained by aligning the leader’s
sense of personal purpose and ‘what really
matters’ with their organisational purpose
and objectives
What do we offer?
One-to-one executive coaching provides a
confidential place for leaders to explore this
territory and gain insight into what’s going
on beneath the surface. It is a space where
you will receive the meaningful challenge
you need to critically reflect on your thinking,
relationships and leadership style.
Your coach is not a teacher but a partner in a
learning process who believes in your potential.
Executive Coaching
Leaders have certain needs that are best
served by having a safe yet challenging
reflective space where they can explore more
deeply the changes they want to make, their
challenges and their opportunities.
• Often it is the experience of healthy
challenge itself 'from a supporting partner'
that is lacking
• There is a clear, even urgent need for
leaders to understand the inner landscape
surrounding their situations – how hopes,
fears, ways of seeing the world and even
their values, might be limiting them,
hampering flexibility, creativity and
effective leadership
Coaching will help you find your own
solutions and regain the energy and sense
of direction you need to put them into
action with greater awareness and intention.
Our coaches work with you through a series
of six sessions that have clearly defined
objectives, but with the flexibility to attend
to whatever is emergent and ‘most live’
for you.
Who is it for?
This is the ideal choice for senior managers
and leaders who have a clearly defined
need, objective or agenda, set by
themselves, their line manager or together.
A
It is also an opportunity to discuss professional
and ethical issues, and to ensure alignment
of your practice with the proper industry and
organisational guidelines.
Our highly trained supervisors can offer
a flexible service that will meet the needs
of yourself or your coaches, in a group or
one-to-one, face-to-face or virtual format.
Who is it for?
Whether you are an executive coach seeking
professional supervision, or an organisation
seeking supervision support for your in-house
coaching resource, you can talk to us to
explore the format that would best work
for you.
Coach Supervision
Supervision is recognised as a powerful
enabler of coaching, a necessary support for
coaches and a core component of ethical
practice. Additionally its strategic value is being
increasingly recognised by organisations with
well developed in-house coaching capability.
What do we offer?
Supervision is a space of shared learning for a
coach or group of coaches and a professional
supervisor who can help them reflect on their
client work.
It is an opportunity to gain deeper insight into
your own process as well as the many facets of
the client’s situation, relationships and systems.
My first experience of coaching has
been of immense benefit, from the
initial discovery of self-awareness
in management to the practical
implications of initiating team
relationship management.
These doors, now opened, offer
new insights that will benefit
myself, my colleagues and most
definitely the organisation for
which I work. It’s a five star service.
Roberto Magagnin - QES Manager, J N Bentley Ltd
c o a c h i n g i n t e r v e n t i o n s

9. 1716
‘‘
We believe that each team is unique, its individual members, objectives, configuration and
dynamics can never be replicated. Therefore each team requires, and deserves, a unique
approach.
• A high performance team coaching programme may be ideally suited for an executive team
or talent group
• A bespoke ‘Transforming Teams’ programme might be the best option for teams experiencing
changes, pressures or transitions
• On the other hand, you might want to equip key teams with professional coaching skills,
so that they themselves can provide targeted support in-house wherever it is needed
Our experts will help you clarify your starting point and your objectives.
We will work with you to create a solution that meets the needs of your team and its individual
members.
We provide class-leading
development programmes that
meet the needs of diverse teams
Teams have a crucial role to play in modern
organisations, but their relative effectiveness
is impacted by a wide range of factors.
• What kind of team is this?
• What are its objectives?
• What levels of trust and cohesion exist?
• What is the team’s capacity to put its task
to one side and attend to process?
• Is this team really a team?
a
a
Our management team of four had suddenly become six and despite solid business performance there
was a suspicion from the powers-that-be that the management team was becoming increasingly siloed.
Novum’s relaxed but thoroughly professional approach had us working through a series of exercises
exploring elements such as how to build trust, identifying colleague’s strengths and areas they needed
to work on to help build more trust, all done using non-critical and constructive methods.
The workshops are already bearing fruit; August 2015 was our best business performance month ever
and a slightly cynical team has now warmly embraced the sessions to such an extent that we, as a team,
have signed up for an extended development programme over the next 12 months.
Garry Nelson - Group Head of Marketing, AllClear Insurance
f o r t e a m s

10. 1918
‘‘
‘‘
What do we offer?
Our ‘Transforming Teams’ programmes are
innovative, highly tailored development
options which are “hard-wired” to real issues
at the task and process levels of the team.
These programmes focus on clear team
objectives and take a blended development
approach, that addresses individual and team
needs by combining theoretical inputs and
practical skills development.
For example a typical programme might
include inputs relating to:
• Leadership
• Leading change
• Difficult conversations
Transforming Teams
Many senior teams have to undertake a difficult
double act; they need to make a step change
in their own effectiveness as a team and, at
the same time, lead their people through some
form of change.
An ‘off the peg’ programme will rarely
address the specific needs of such a group as
individuals and a collective.
• Development of coaching skills,
alongside experiential group work that
raises awareness of the group dynamics
and relational factors that are impacting
the team’s effectiveness
These programmes equip individual team
members with the personal skills they need
to manage and regulate themselves, in
order to get the best out of themselves and
their intra and inter-team relationships.
They also provide the practical skills that
are necessary to help them have more
effective conversations, even under times
of great pressure, and to support one
another through change.
a
The team has hugely benefitted from the programme which
is highly visible in the better morale and interpersonal
relationships. Issues have been resolved through greater
self awareness and creation of an environment which allows
more open and honest conversations.
The team is now taking greater responsibility for their own
destinies. My only regret is that we should have done this
6 to 12 months ago.
Arif Rajpura - Director of Public Health, NHS Blackpool
The ‘Transforming Teams’ programme gave us new
skills and techniques to develop our direct reports
and improve their capability, plus the confidence
to apply them.
Additionally it helped us in the Retail Leadership
Team identify our own key challenges, and gave us
skills to support our own development as well.
It accelerated the development of the individual,
and helped set up our new team relationships for
success.
Christopher Hill - Branch Performance Manager, Yorkshire Building Society
b e s p o k e d e v e l o p m e n t
Who is it for?
Transforming Teams is the ideal approach
for teams that are undergoing major change
or transition, in particular when they need to
develop skills and behaviours that will help
them support themselves and others through
the process.
Equally, they are perfect for teams that have
a range of personal and team development
needs that require a tailored approach.
Accreditation Options
Depending on the structure of the final
programme, accreditation may be available
from the EMCC or the CMI.

11. 2120
We wanted to develop our
Managers to be able to delegate
tasks more effectively and enable
their staff to feel more empowered
to take responsibility for what they
needed to do – actually enabling
staff to be involved and engaged.
Heather Bebbington - Director of Human Resources
& Organisational Development, Clatterbridge Cancer
Centre
‘‘
Accredited courses can range from two to
sixteen-days, with core coaching components
and room for specialist ‘options’ that will
fine-tune your coaches to the needs of your
organisation - its challenges and opportunities,
its people and its culture.
The practical focus of the coach training
course is adjusted to suit your needs,
and usually includes one or more of the
following:
• Formal one-to-one coaching sessions
• Creating a coaching style of leadership
or management
• Anytime coaching
• Honest conversations
Coaching Training
Coaching skills training can be used to develop
internal coaching resource, or it can be a
core part of a leadership or management
development package.
Essentially, its purpose is to enable people
to have more impactful and empowering
conversations that improve performance,
effectiveness and learning in a formal coaching
context, in meetings or in more conversational
encounters
What do we offer?
We have an exceptional track record in the
development of professionally accredited
in-house coaching resource, and we can
provide options to suit the needs of your
specific groups and teams.
True to our roots, we emphasise the
importance of the ‘Inner Landscape’
aspects of coaching, and always include
inputs relating to our signature Gestalt
approaches.
Who is it for?
If you want to develop coaching skills in
your teams this is the option for you.
Accreditation Options
We offer professional accreditation from
the European Mentoring and Coaching
Council (EMCC), postgraduate qualifications
from two universities, and Chartered
Management Institute (CMI) Level 7
Certificate and Diploma qualifications.
See ‘Quality and Accreditations’ for more
details.
a
It is a dynamic process that creates improved
performance through a combination of
dialogue, experiential group work and
reflection.
Team Coaching begins with an assessment
process that clearly establishes where the
team is starting from, and a process of
identifying all the required outcomes. The
team coaching process is often supplemented
by one-to-one coaching for individual team
members, which amplifies the power of the
intervention.
Who is it for?
It takes courage to choose a development
option like team coaching, so this is not the
option for the faint-hearted.
For those who do choose this approach, the
results for the team, its individual members
and the organisation can be transformational.
Team Coaching
The impact of healthy, cohesive, focussed
and high performing teams on an
organisation’s overall capacity to achieve its
strategic objectives cannot be overestimated.
Teams - in particular leadership teams - face
a host of complex challenges and competing
demands that limit their potential.
Creating and maintaining truly inspiring,
transformational, high performing teams
requires great skill on the part of the learning
partner and great commitment on the part of
the team members.
What do we offer?
Team coaching is a powerful means of
enabling individuals and teams to discover
their own solutions to problems and to unlock
their individual and collective potential, in the
service of the organisation's greater goals.
c o a c h i n g i n t e r v e n t i o n s

12. 2322
‘‘
We are experts in the ‘people side’ of organisational
transformation
We can provide an end-to-end service that will help you create large scale sustainable
change, including:
• Developing strategies and supporting frameworks
• Consultancy
• Organisational and cultural diagnostics and assessments
• Raising awareness of your project and creating buy-in throughout the organisation
• Delivering development interventions
• In-depth evaluation processes that measure the lasting impact of our work together
and demonstrate return on investment
Every organisation is unique, with a range of strengths and skills. Our end to end service allows
you to take a pick and mix approach. We can contribute as much or as little as you need of the
overall solution, working in partnership with you to deliver your desired result.
We can help you transform your
organisation and its culture
Nothing in an organisation needs to remain
fixed when an improvement can be made,
regardless of the scale of the task.
Making wholesale changes to the prevailing
organisational culture, operating models
and dominant styles of leadership and
management are not always easy but they
can dramatically raise engagement levels,
improve performance, reduce costs and
improve service.
As ever, when seeking change in ‘what
we do and how we go about it’, the place
to start is the people.
3
3
We were spending a lot of money picking up on errors because we hadn’t dealt with things quickly enough.
We wanted our turnover and customer satisfaction to increase, we wanted our employee satisfaction and
our bottom line to improve.
Our customer satisfaction has increased from 54% to over 90% and our turnover has increased from £40 m
to over £100 m.
One of the less tangible results is that the organisation feels different, there is more of a ‘can-do’, confident,
attitude. People are more willing to take the initiative and do things for themselves.
Christine Amyes - Executive Director People, New Charter Group
f o r o r g a n i s a t i o n s

13. 2524
‘‘
‘‘
What do we offer?
We can help you:
• Assess and understand your current
organisational culture
• Identify the culture you want, and need, to
help you achieve your strategic objectives
• Map out the journey and changes that you
need to make to get you there
• Provide the interventions needed at all levels
of the business that will make it happen
This typically requires end-to-end consultancy
and support, cultural assessments and a range
of interventions that will address the needs of
diverse groups within the organisation, starting
at the very top
Culture Change
Are your current ways of working, working for
you? Do you understand your organisational
culture, what it is currently and where it comes
from? How does it serve your organisation’s
purpose? How does it hinder?
The prevailing culture of an organisation
has a powerful effect on all employees and
customers. If this effect is not positive then
changes must be made.
As ever this requires a courageous look in the
mirror, for organisational culture is determined
by the leadership. This is not a role you need to
assume, it is an unavoidable reality.
3
A lot of our senior managers would attribute coaching
to being the most important learning they have
undergone – this comes out in our surveys.
For the last 5 years we have been in the top 20
of the Sunday Times Top 100 companies to work for,
for employee engagement.
Jane Atherton - Director of Organisational Transformation, New Charter Group
Staff are able to use coaching skills in everyday conversations.
We are already seeing benefits, in that staff are finding they are
doing things more efficiently and actually getting some time back
in the reduction of waste and improving the quality from the
outcomes of those conversations.
Kirstin Gregson - OD & Learning, Royal Liverpool Hospital & Broadgreen University Hospital NHS Trust
b e s p o k e d e v e l o p m e n t
Who is it for?
Organisations typically choose this path when:
• They recognise that new ways of working
and new styles of leadership and
management are required to achieve their
strategic objectives
• They need to respond to critical reports or
regulatory changes
• They are restructuring, or need to do more
with less
• In times of turbulence or crisis
• In times of rapid growth or change
• When two or more cultures come together,
for example during mergers and acquisitions

14. 2726
‘‘
‘‘
In a Coaching Culture, coaching is not just
an activity that happens in a room between
two people, or a style of communicating at
appraisals, round the board room table or
during team meetings.
In a coaching culture a ‘coaching style’
has become the predominant style of
interacting throughout the organisation.
People throughout the business have honest,
courageous and empowering conversations.
Coaching is fully integrated into people
and performance management processes.
Overarching this is a wholehearted belief
in key coaching principles as identified by
the organisation, such as ‘performance and
potential’.
This end is not achieved simply by training lots
of coaches, something very different and far
more comprehensive is required.
Coaching Cultures
The benefits of coaching as an activity that
takes place between two people, coach and
client, are well known, hence the rapid growth
of the industry and the ever-increasing use of
coaching in organisations. Imagine then the
transformational impact of coaching released
from its traditional context, and embedded
throughout the organisation, as a mindset
and style of communication for all employees,
when coaching is simply ‘how we do business
around here’.
What do we offer?
We believe that there is a significant
difference between a culture where
coaching exists, is recognised and valued,
and a ‘Coaching Culture’.
Our expertise in this space is second to none,
having created some of the most successful
award winning coaching cultures in the UK.
Let us help you to create yours as well.
Who is it for?
A coaching culture can transform any
organisation. This approach is most often
used when the prevailing styles of leadership,
management and commonly held mindsets
need to change in order to raise levels of
engagement or performance. For example
moving from styles that no longer fit the
organisation's purpose to a more facilitative,
empowering approach where a belief in the
potential of each employee to do, be and
achieve more is implicit.
3
A multi-tiered academy might include:
• A coaching skills programme for the
executive team, to initiate them in the
organisation’s chosen coaching philosophy,
approach and ‘language’.
• An advanced and professionally accredited
(EMCC) training programme for future
‘coaching champions’ and/or internal
coaching resource.
• Shorter coaching skills programmes with
a specific focus (i.e. change, leadership,
transition) for large bands of management
(and others) to help embed a coaching style
throughout the organisation.
• Supervision, ‘Train the Trainer’ programmes,
CPD and coaching masterclasses that build
Coaching Academies
According to the Ridler Report, there is an
unmistakeable upward trend in ‘internal
coaching’. While external coaches will always
be necessary for some assignments, internal
coaches are being recognised as a valuable
component of any coaching strategy, and they
are an extremely cost effective choice..
What do we offer?
A professionalised coaching academy is a
powerful standalone structure and can be
a core component or enabler of a larger
organisational transformation programme,
accelerating all other interventions.
sustainability and continually raise the bar for
coaching within the organisation.
• A coaching academy can build your
resource from the ground up, or it can
including existing resource. In either case it
will set the benchmark, ensure all coaches
are operating at the required level, taking the
same approach and using the same language.
Who is it for?
A coaching academy is the ideal choice for an
organisation that is seeking to develop in-house
coaching capacity and capability, whether
starting from scratch or seeking to improve the
skills and competence of an existing resource.
In 2013 the OD Team won the national HPMA Award for Coaching because of the
impact of the Programme on developing a coaching culture, staff engagement
and personal development. PB Coaching [now Novum] and their approach, skill
and quality of their trainers enabled this success.
Taravandana Lupson - Organisational Coaching Lead, Blackpool Teaching Hospital NHS Foundation Trust
We wanted to create a bank of coaches, not just for talent and succession
planning, but for all staff to draw from as a means of developing the people
who work for us and for the impact that has on the wider organisation.
Heather Bebbington - Director of Human Resources & Organisational Development, Clatterbridge Cancer Centre
c o a c h i n g i n t e r v e n t i o n s

15. 2928
‘‘
Our coach education programmes are among the finest in the market, accredited by the
European Mentoring and Coaching Council (EMCC) and validated at postgraduate level by
our university partners Leeds Beckett University in the UK, and the Michael Smurfit Graduate
Business School, University College Dublin, in Ireland.
Our core programmes are:
• Postgraduate Certificate in Executive and Business Coaching
• Postgraduate Diploma in Coaching Psychology
• Postgraduate Diploma in Coaching Supervision
• Team Coaching Certificate
All of these programmes are delivered in our signature style. This is grounded in Gestalt
principles and a commitment to working in the here-and-now with what is going on beneath
the surface, in the internal landscape. This means participants benefit from a great deal of
personal development as well as developing advanced professional coaching skills and
competencies.
PB Coaching - Coach Training
Excellence
Novum incorporates PB Coaching, one of the
UK and Ireland’s premier coach training and
executive education providers.
Established over 20 years ago by coaching
thought leader Peter Bluckert we have been
synonymous with coach training excellence
ever since.
On a personal level it has represented singularly the most impactful journey
of self-development I have experienced in my life to date.
On a professional level, I have developed the skills and confidence to coach
executives to a high standard. I thoroughly recommend this programme!
Helen Leslie - HR Director, Financial Services
o p e n p r o g r a m m e s

16. 3130
The personal development has been
immeasurable – it has changed my life.
Dawn Scott - Director, Coaching and Development Consultancy
A very effective way to enhance
professional and personal
development concurrently.
Joan Trench - Executive Coach, Independent
‘‘
‘‘
‘‘
It carries all the marks of quality of a
development programme of this level:
• European Mentoring and Coaching Council
(EMCC) ‘Senior Practitioner Level’
professional coaching accreditation
• Postgraduate Certificate, validated by Leeds
Beckett University (60 CATS points)
• Eligible for Chartered Management Institute
(CMI) Level 7 Diploma in Leadership
Coaching and Mentoring
• A version of this programme is delivered by
PB Coaching at the Michael Smurfit Graduate
Business School, University College Dublin
The postgraduate certificate aims to develop a
sound understanding of the theory and practice
of coaching. It encompasses ‘classic’ coaching
models and more specialist, yet highly relevant,
concepts relating to coaching in organisational
Postgraduate Certificate in
Executive and Business Coaching
(60 CATS Points)
Originally designed in 2000 by our founder
and coaching thought leader Peter Bluckert,
PB Coaching’s flagship coach training
programme the ‘Postgraduate Certificate in
Executive and Business Coaching’ is one of the
longest established and most highly regarded
coach training programmes available in the UK
and Ireland.
This programme is specifically designed to
train high calibre coaches who can operate
with psychological awareness and skill in a
range of settings. The programme benefits
from a rich blend of theory, experiential
learning, coach practice and feedback.
systems, coaching senior leaders and a range
of behavioural change methodologies.
A specific programme aim is to train
participants in Gestalt approaches to coaching
and to develop skill in applying Gestalt
techniques such as the ‘Use of Self’, referred
to by Peter Bluckert as “the highest order
coaching skill”.
As well as being one of the most advanced
standalone coach training courses available
on the market, the postgraduate certificate
is also the first phase of a masters Degree in
Executive and Business Coaching. The second
phase is either of the postgraduate diplomas
that PB Coaching deliver in collaboration with
Leeds Beckett University. The final phase is a
masters degree research project completed
directly with Leeds Beckett University.
The focus of the Postgraduate Diploma in
Coaching Psychology is to provide experienced
coaches who are interested in the psychology
of coaching, with new and deeper ways to
understand and work with their clients. It
introduces six psychological perspectives and
their relevance and application to coaching;
Person Centred, Gestalt, Psychodynamic,
Transactional Analysis (TA), Existential Group
and Organisational Dynamics.
This programme is unique in the coach training
market in that it provides key psychological
theory and coaching practice that will enhance
the work of coaching practitioners, whilst
also addressing the personal development
needs of the coach through experiential work;
individually, in small groups and in the larger
group.
Postgraduate Diploma in
Coaching Psychology (120 CATS
Points)
One of the most clear and pressing
training needs for coaches is in the area
of psychological skills and competence.
Indeed, many executive coaches themselves
recognise the need to understand and to
be more skilled in the psychological and
emotional dimensions of coaching issues.
This is a prevalent theme in supervision and it
has been highlighted by the 2013 Ridler Report.
I loved doing the course,
it gave me a broader
understanding of different
ways I could work with people
- and different options and
approaches. It gave me more
confidence in my coaching
skills.
It also enabled me to put a
framework in place within
the organisation, giving me
broader options of what
we could do to develop
individuals and teams.
Christine Amyes - Executive Director People,
New Charter Housing Trust
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17. 3332
The balance of teaching and
experiential sessions really
enhanced my learning and
made me look again at how we
use coaching and supervision
to develop leadership capacity
and organisation development.
Darren Crossley - Deputy Chief Executive,
Carlisle City Council
As an HRD I knew that I needed
a better understanding of what
made my senior colleagues
tick, to understand how I could
influence them to change their
behaviours to bring about
cultural change. PB Coaching
offered the psychologically
minded approach that I needed
to deliver results.
Phil Badley - Human Resources Interim Director,
Cheshire East Council
‘‘
‘‘
Launched in 2009, our Postgraduate Diploma
in Coaching Supervision is one of the longest
running coach supervision programmes in
the UK.
The primary model introduced on the
programme is Hawkins and Smith’s
‘Seven-Eyed Model’. Special attention is
paid to the challenging dynamics that are at
play in coaching and supervisory relationships,
particularly in organisations where overlapping
relationships add extra layers of complexity.
This programme is the best preparation for
the aspiring supervisor whether independent
or part of an internal coaching resource.
Postgraduate Diploma in
Coaching Supervision (120 CATS
Points)
The demand for coaching supervision has
been transformed in recent years now that all
major professional coaching bodies, the EMCC,
APECS, ICF and the AC, have made supervision
a clear requirement for ethical practice and
individual accreditation.
This demand has further increased as
organisations with mature in-house coaching
capability are recognising the necessity
of providing supervision support to large
numbers of coaches, and the potential
strategic contribution of supervision.
Supervision, essentially, has shifted from the
periphery to center stage of the coaching
profession.
This course will develop and professionalise the
team coaching practice of experienced external
coaches.
It will better prepare internal coaches and
facilitators to help teams make a step change
in their performance.
It is a specialist, intensive and highly practical
programme offering participants a deep
understanding of the theory, psychology and
practice of team coaching.
Team Coaching Certificate
Increasingly organisations are realising that
performance improvement is required at the
level of the team, as well as the level of the
individual. Teams need to deliver ever more
challenging outcomes in the face of often
chaotic organisational change.
Also, the nature of teams is changing from
traditional hierarchical structures to more
transient, lateral and inter-organisation
structures. The team coach is becoming
an ever more important component of the
coaching strategy within most organisations.
As such, truly effective team coaches are
required. Those who can go beyond the role
of facilitator and help teams advance not only
at the task level but in terms of their group
process as well.
The programme is unique in the market in
that it draws on, and seeks to integrate, three
distinct areas. Namely:
• The latest theories and concepts of team
coaching through our partnership with
Professor David Clutterbuck
• The dynamics of the team within wider
social and organisational systems
• The signature PB Coaching experiential
approach which helps individuals and
teams to get in touch with what’s really
going on for them, at both the ‘action’ and
‘psychological’ levels
The programme is co-delivered by PB Coaching
and Professor David Clutterbuck.
o p e n p r o g r a m m e s

18. Quality
is at the heart of
everything we do
34
All content is provided solely for the purpose of information.
The content is considered to be correct at the time of print but may be subject to change without notice.
Executive Developement
The facilitators were excellent.
Their style was supportive and
they were good role models.
They created an environment
for us to learn, experiment
and bond as a group.
The administration team were
excellent. Overall, this has
been my best experience of
learning with other people.
Thank you.
Paul Girling - Managing Director,
Independent Consultancy
‘‘University Partnerships
We have longstanding partnerships with Leeds
Beckett University and the Michael Smurfit
Graduate Business School, University College
Dublin. These prestigious institutions validate
our postgraduate coach training programmes
up to masters degree level, in the UK and
Ireland respectively.
Professional Bodies
We have been closely associated with
Europe’s largest professional coaching body,
the European Mentoring and Coaching Council
(EMCC) since its inception.
We hold EMCC European Quality Award
accreditations for our coach training courses at
Foundation, Practitioner and Senior Practitioner
course levels.
Management Qualifications
Many of our development programmes are
accredited by the Chartered Management
Institute (CMI). We are able to offer CMI Level
7 Certificate and Diploma qualifications in
Leadership Coaching and Mentoring.
We are proud to be able to offer you the highest quality and best trained consultants, tutors and facilitators on the market. Our teams will ensure smooth
running and success of your programmes.
All of our delivery and client relationship team are trained to postgraduate level in coaching in our own Gestalt methodology, as well as in a range of
complimentary disciplines. They all attend professional supervision, are committed to CPD and are members of the European Mentoring and Coaching
Council.
Backing up the delivery team is a comprehensive support team who are equally committed to the success of your programmes, ensuring that you have
easily accessible points of contact whenever you need them. Named team members are allocated to our clients to provide ongoing consultancy,
logistical and administrative support, contract management and an effective evaluation service.
Who are we?
There simply isn’t enough space here to picture every member of the team but you can take a look
online to; read our biographies, check out our skills, qualifications, qualities and put a face to the name
visit www.novum-uk.com
By far the best way to meet our team is face to face so please give us a call 01133 882810
or come into see us and start something new today...
Our Own Commitments
Most importantly our company ethos and
culture revolves around a commitment to
quality. We strongly believe that in all our work,
both parties have the opportunity to learn and
to grow. We take time to reflect on feedback
so that we can continually improve our quality
and level of service.
As our client you have a part to play. We will
keep in close contact with you throughout the
lifecycle of our work together to ensure we
remain attuned to you and your experience,
keeping you informed of progress, risks,
challenges and successes. We will work with
you to ensure all this data is used to create the
successful outcomes that you want.
We strive for excellence in everything we do,
always applying our values of courage, insight,
responsibility and potential.
q u a l i t y a n d a c c r e d i t a t i o n s n o v u m p e o p l e

19. 3 Albion Place | Leeds | LS1 6JL
t: 01133 882810
e: enquiries@novum-uk.com | w: www.novum-uk.com
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