Shirley Gregoire McAlpine
Executive Coach, Senior Consultant, Master Facilitator
Shirley Gregoire McAlpine offers 26 years experience as a Facilitator, Executive Coach and Consultant.
A specialist in leadership, individual performance, and equality, diversity/inclusion, she has worked with organizations/individuals from the commercial sector, central/local government and Non Profits in the UK, US, Europe and Africa. She has a passion for development and transformation, which has lead her to have worked with thousands of people through her coaching and facilitation. Her clients include Fortune 100 companies, small business and Foundations and not for profits.
She has a successful executive coaching practice primarily coaching senior leaders. Shirley has successfully been Lead Faculty on more than 160 plus Leadership programs on 4 continents for a global oil company for over last six years. She led transformational programs, for 6 years, to groups of 100 plus people. She was invited to Buckingham palace following her campaign to raise the awareness of breast cancer amongst black women. She was one of a small team of consultants who delivered Diversity Engagement Sessions to the top 1000 leaders in Shell. She lead an award winning large scale organizational change program through diversity, called People Matter, at one of M & S leading suppliers. She co-designed and co-delivered the diversity and Inclusion program called ‘Daring to be Different’ for all Partners in KPMG UK. She is a Windsor Fellow and an alumni of the Windsor Leadership Trust. She also went onto facilitate the leadership program at Windsor Castle.
An Executive Coach for 17 years, she has gained PCC accreditation by International Coaching Federation. And is Faculty on one of the 50 fully accredited ICF programs globally. Her coaching has an ontological underpinning and is grounded in developing active listening skills, improving emotional intelligence, working with systems, and mindful reflection. She is trained in organizational Systemic theory grounded in Bert Hellinger’s work, which she integrates in her coaching and consulting work. She is an accredited Intercultural Development Inventory Assessor (IDI), from the Intercultural Institute in Oregon. And Certified in Robert Barrett’s Cultural Transformation Tool and Leadership Values Assessment (CTT).
In 2007 she expanded into the world of film, as Co-Producer and Director of a childbirth education DVD called Birthwise, which includes international leaders in this field. Birthwise seeks to inspire and empower women to be informed about their birth choices and to make the most of their giving birth experience. And she uses her consulting and coaching expertise for the improvement maternity services and improving birth outcomes in the US. She is committed to reducing the astounding levels of infant and maternal mortality.
Her voluntary work has included, supporting organizations in the US committed to reducing infant mortality, and being a Board member of the Fawcett Society in U.K, a leading national campaign organization standing for women’s equality. And, for four years sat on the Education Board of a London elementary school tasked with turning around a school performance, which was accomplished successfully.
A business owner for 17 years has Shirley bring a business acumen, strategic thinking and commitment to having all her work make a difference. Originally from London, Shirley now resides in Chicago.
The Science Behind Our Practice
Our work is grounded in established methodologies and models of human and organizational behavior, including, but not limited to the following:
The competencies of emotional intelligence (self-awareness, self-management, social awareness and relationship management) account for an individual’s ability to understand their own and others’ emotions and use that information to guide decision-making and action. Research has shown that leaders who master the competencies of emotional intelligence have a distinct advantage.
Positivity & Resilience
The incredible developments in neuroscience research over the last several decades have enabled a greater understanding of how practices that promote positivity and resilience—both individually and organizationally—have a significant and lasting impact on our capacity for creative thinking, productivity, efficiency, empathy, focus and more.
Developed by Richard Boyatzis, the Intentional Change Model underpins successful leadership development programs by supporting an individual or group in intentionally moving through five stages of change that close the gap between a current “real” self and a clearly articulated “ideal” self.
Appreciative Inquiry, developed by David Cooper Rider, is a strengths-based model of analysis, decision-making and strategic change that clarifies the assets and motivations that are an organization’s strengths in order to build or rebuild an organization based on what is working rather than trying to fix what doesn’t.
Resistance and Cycle of Change
People are at their most creative in their resistance. The Gestalt cycle of change maps the critical stages of change that all members of a group must experience in order to optimize success and minimize resistance. Disruption of the cycle manifests in very specific levels of resistance that can be effectively mitigated through intentional responses.
Mindfulness is the awareness that one develops through paying attention to the present moment through your five senses without judgment. In addition to relieving stress and building resilience, even a simple mindfulness practice can significantly expand your range of options in any given moment. Incorporating mindfulness into any process of change or development supports an individual or group by rewiring the brain for more intentional responses and behaviors.
Dynamic Inquiry, developed by Annie McKee and the Teleos Leadership Institute, is a method of discovery that uncovers an organization’s emotional reality–what people care about, what is working well, and what’s getting in the way. The purpose of the inquiry is twofold: 1) to identify underlying issues related to culture and leadership that are helping or hindering implementation of a strategy; and 2) to build ownership and commitment to the mission, vision, strategy, ideal culture and leadership framework among key stakeholders.