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1.  Philip Merry Consulting Group

Singapore’s Philip Merry Consulting Group has worked for 31 years with some of the world’s leading organisations giving a variety of consulting and training services in the areas of cross-cultural global leadership and team development. Founder, Philip Merry has been in the counselling and consulting area for 45 years and has delivered coaching to clients in 59 countries.


2.  Issues where Coaching/Counselling is Needed

  • Leadership ability assessment

  • Coaching of high potential leaders

  • New skill development

  • Managing those from other cultures and culture shock problems

  • New managers who need to be brought up to speed

  • Managers who are struggling with the role

  • Technically excellent managers who have trouble with the human/people side of the job

  • Stressed out managers who need to get themselves back into balance

  • Pairs of managers who have conflict issues that need to be resolved.

  • Executives who have personal problems that are impacting the work situation

The coach/Counsellor’s role is to help leaders face business or personal issues more effectively by facilitating the journey of self-development.


3.  What is Coaching?

Coaching is a process to help you move from where you are now to where you want to be. In our corporate coaching we are firmly focused on delivering results to the organisation through improved executive performance – we work with the executive but always keep in mind that our ultimate client is the referring organisation. In our experience, most successful coaching comes with self-development. The coach/counsellor’s role is to facilitate the journey around the self-development cycle. Our approach in coaching is one of self development which typically follows the following cycle:


4.  Coaching Stages and Contract

Length is typically 6-12 months and sessions of up to 2 hours once per month, depending on issues.


Stage 1.

Introductory Sessions 1. & 2.


Session 1 is with the coachee alone to assess “chemistry” – between the coach and coachee.

Session 2 is with the referring manager to clarify on issues for focus in coaching sessions. The aim of the meetings are:

  • To agree on 2-3 specific changes and results needed by the organisation as a result of coaching

  • Understand the context of coachee’s job

  • Clarify specific skills required for optimum role performance

  • Gain agreement on coaching focus


Stage 2.

Sessions with coachee:


Feedback from others or from instruments

  • Clarifying the performance issues

  • Understanding strengths and development needs


Guided self reflection, and challenging current performance

  • Exploring for old patterns and beliefs

  • Identifying thinking, emotion, behavior that blocks achieving goal


Coaching for change

  • Identifying blocks and barriers

  • Making new choices

  • Planning strategies

  • Modify and make new goals


Implementation and behavioural changes

·       Affirming & changing of values/beliefs

·       Changing routine or behaviours

·       Adopting specific tools /ways of managing self and others


5.  Procedures

We will normally meet face-to-face or by telephone. Coachees are welcome to call or e-mail us between sessions if you need advice, have a challenge, or just want to check in. We will share progress on the goals and agreed with the organisations but we keep confidential the “personal” content of the sessions

6. Instruments Deployed As Appropriate

Belbin Team Role 360, Leadership 360, GLA Cultural Intelligence Instrument; GLA Team Leadership Assessment; GLA Cultural Profiling; LVI - Leadership Versatility Instrument; MBTI; DISC; Kilman Conflict Instrument; HBDI (Herman Brain Dominance Instrument); Kolb Learning Styles.


7. Coaching / Counselling Offered

  • Synchronicity Awareness

  • Intercultural Facilitation

  • Intercultural Leadership

  • Intercultural Team Building

  • Intercultural Conflict Management

  • Global Leadership Skills

  • Negotiation

  • Partnership Building

  • Recruitment

  • Global Team Leadership

  • Intercultural Team Dynamics

  • Intercultural Coaching and Counselling

  • Engagement and Happiness at Work

  • Career Projection

  • Team Mapping

  • Presentation and Personal Impact Skills

  • Time Management

  • Development of Leadership Competencies Design of Performance Appraisal Systems

  • Performance Management Skills

  • Customer Service Skills

  • Stress Management

  • Interpersonal Skills

  • Problem and Decision Making

  • Project Management

  • Meditation Techniques

  • Facilitation Skills for Trainers

  • Project Leadership

  • Personal Family Issues

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