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Welcome to the inspiring world of Charlotte du Plessis, a renowned Visionary, Philanthropist, Entrepreneur, Coach and Mentor. With an unwavering commitment to making a significant impact in the lives of others. Charlotte is building a legacy as a tenacious woman who empowers and uplifts women and men alike.
Charlotte is an accredited NeuroCoach and Mentor, having successfully completed her coaching accreditation through the NeuroCoach and Mentor Institute.
The NeuroCoach & Mentor Institute™ (NC&MI) has a proven track record of training, equipping, and supporting Coaches and Mentors globally through accredited, practical, and embodied learning, grounded in the latest neuroscience methodologies.
As the Founder of Woman of Stature, a highly successful women’s business network in South Africa and across the globe, Charlotte has demonstrated her innate ability for form strategic partnerships.
Since its official launch in April 2013, Woman of Stature has become a beacon of empowerment providing invaluable support and opportunities for women to thrive.
In 2018, Charlotte established the Woman of Stature Foundation, a proudly South African non-profit organisation. Guided by a powerful vision, the Foundation is dedicated to supporting women through a range of impactful programmes.
Notably, she spearheaded the formation of the Woman Rise programme, which enables businesswomen to resort their lives and achieve remarkable success.
Recognising the extraordinary achievements of women, Charlotte initiated the Woman of Stature Recognition Awards in 2013. Through this prestigious platform, she has empowered hundreds of women, shining a spotlight on their remarkable accomplishments and inspiring others to reach for greatness.
Adding to her list of accolades, Charlotte recently secured a momentous appointment as the global awards partner for Hadarat Global, and hosted the first Woman of Stature Global Awards in Dubai, powered by Hadarat Global. This remarkable achievement further underscores Charlotte’s influence and recognition on an international scale, as she continues to foster connects and celebrate women’s excellence.
With Charlotte as your Coach, you gain access to a world of opportunity, empowerment and mentorship. Her visionary leadership and unwavering dedication make her a powerful force for change, inspiring individuals to embrace their potential and shape a better future.
Coaching Programmes:
LIFE COACHING:
This coaching focuses on helping individuals identify and achieve career goals, as well as develop skills and strategies to succeed in the workplace.
This type of coaching focuses on helping individuals develop and achieve personal goals, such as improving self-confidence, overcoming limiting beliefs and developing new skills.
This type of coaching is aimed at helping individuals develop their personal brand, including building their online presence, developing a unique value proposition and marketing themselves effectively.
BUSINESS COACHING:
This type of coaching focuses on the development of leadership skills for Executives and Managers, helping them become more effective leaders and achieve their business objectives.
This type of coaching is aimed at helping entrepreneurs develop the skills and strategies needed to start and grow a successful business.
This type of coaching can help improve your Leadership Skills and increase your overall success.
Charlotte uses various coaching models such as the GROW Coaching Model:
GROW is a well-known method of coaching in the business arena, but also has many applications in everyday life.
The particular value of GROW is that it provides an effective, structured methodology which helps set goals effectively and is a problem-solving process.
Used judiciously, the GROW model offers an excellent framework for structuring a coaching session.
The GROW model is for problem-solving and goal-setting.
GROW is a well-known method of coaching in the business arena, but also has many applications in everyday life.
The particular value of GROW is that it provides an effective, structured methodology which helps set goals effectively and is a problem-solving process.
Used judiciously, the GROW model offers an excellent framework for structuring a coaching session.
The GROW model is for problem-solving and goal-setting.
Charlotte uses various coaching models such as the GROW Coaching Model:
Frequently Asked Questions
Coaching is a professional partnership between a coach and coachee(s) that provides structure, support, inquiry and feedback, which allows the coachees to:
• Take a complete look at their current state, including their assumptions and
perceptions about their work, themselves and/or others;
• Set relevant and realistic goals for themselves, based on their own nature and needs;
• Take relevant and realistic actions towards reaching their goals.
• Learn by continuously reflecting on the questions, feedback and results of their actions in pursuit of their goals.
NeuroCoaching considers the functions of the mind, body and the patterns we create; how that determines what we do or don’t do and ultimately, how those results move us further away from or closer to reaching our goals.
NeuroCoaching honours and surpasses traditional ask-and-tell questioning and equips coaches with specific skills, techniques, and models to apply the beautiful relationship and functions of our multiple intelligences or “brains” along with a focused approach to the coachee’s mental framing, behavioural patterns and experience of their internal and external world.
While I am not a Neuroscientist, an integral element of this approach to NeuroCoaching is understanding the fundamentals of physiology, psychology and other insights about our neurology, continuously incorporating findings and teachings informed by sound neuroscience. This approach respects throughout the relationship and the process that the coachee is in the driver’s seat and the custodian for their life, envisaged results and personal mastery.
Individuals or organisations often partner with professional coaches to, among other things:
• Improve communication and interpersonal skills.
• Develop leadership and management capabilities.
• Find sustainable solutions to personal and work-related issues.
• Enhance their capacity to resolve conflict.
• Create positive changes in attitudes and motivation.
• Increase personal confidence.
• Change habits and improve performance.
• Feel more engaged, valued and supported.
• Be more prepared for organisational or role changes.
• When combined with mentoring methodologies, create the best possible pathway to excellence.
Mentoring is a professional partnership between a mentor and mentee(s) that provides a structure of psychosocial support, direction, role modelling and the transfer of wisdom from a more experienced to a less experienced person. This allows the mentee to:
• Gain the vocational knowledge, skills and attitudes that have proven to produce the desired results;
• Get direction or advice on their situation or role from a trusted expert;
• Develop a greater understanding, competence and potential through shared conversations and experiences; and
• Continue or reshape a legacy or culture that truly serves them, their organisation and the spheres they influence.
Individuals or organisations often partner with professional mentors to, among other things:
• Transfer or retain critical knowledge, skills and attitudes across teams or from one generation to another.
• Prepare or groom new hires, high-potential employees, or future leaders to advance to higher-responsibility positions effectively.
• Increase staff retention rates, employee satisfaction, and the value they add to and get from their current position.
• Foster new ideas and ways of doing from leaders or members of underrepresented groups.
• Create inclusive two-way partnerships for mutual learning that value the differences each party brings.
• Develop personal and professional qualities of resilience and adaptability.
• When combined with coaching methodologies, create the best possible pathway to excellence.
Coaching is a professional partnership between a coach and coachee(s) that provides structure, support, inquiry and feedback, which allows the coachees to:
• Take a complete look at their current state, including their assumptions and
perceptions about their work, themselves and/or others;
• Set relevant and realistic goals for themselves, based on their own nature and needs;
• Take relevant and realistic actions towards reaching their goals.
• Learn by continuously reflecting on the questions, feedback and results of their actions in pursuit of their goals.
NeuroCoaching considers the functions of the mind, body and the patterns we create; how that determines what we do or don’t do and ultimately, how those results move us further away from or closer to reaching our goals.
NeuroCoaching honours and surpasses traditional ask-and-tell questioning and equips coaches with specific skills, techniques, and models to apply the beautiful relationship and functions of our multiple intelligences or “brains” along with a focused approach to the coachee’s mental framing, behavioural patterns and experience of their internal and external world.
While I am not a Neuroscientist, an integral element of this approach to NeuroCoaching is understanding the fundamentals of physiology, psychology and other insights about our neurology, continuously incorporating findings and teachings informed by sound neuroscience. This approach respects throughout the relationship and the process that the coachee is in the driver’s seat and the custodian for their life, envisaged results and personal mastery.
Individuals or organisations often partner with professional coaches to, among other things:
• Improve communication and interpersonal skills.
• Develop leadership and management capabilities.
• Find sustainable solutions to personal and work-related issues.
• Enhance their capacity to resolve conflict.
• Create positive changes in attitudes and motivation.
• Increase personal confidence.
• Change habits and improve performance.
• Feel more engaged, valued and supported.
• Be more prepared for organisational or role changes.
• When combined with mentoring methodologies, create the best possible pathway to excellence.
Mentoring is a professional partnership between a mentor and mentee(s) that provides a structure of psychosocial support, direction, role modelling and the transfer of wisdom from a more experienced to a less experienced person. This allows the mentee to:
• Gain the vocational knowledge, skills and attitudes that have proven to produce the desired results;
• Get direction or advice on their situation or role from a trusted expert;
• Develop a greater understanding, competence and potential through shared conversations and experiences; and
• Continue or reshape a legacy or culture that truly serves them, their organisation and the spheres they influence.
Individuals or organisations often partner with professional mentors to, among other things:
• Transfer or retain critical knowledge, skills and attitudes across teams or from one generation to another.
• Prepare or groom new hires, high-potential employees, or future leaders to advance to higher-responsibility positions effectively.
• Increase staff retention rates, employee satisfaction, and the value they add to and get from their current position.
• Foster new ideas and ways of doing from leaders or members of underrepresented groups.
• Create inclusive two-way partnerships for mutual learning that value the differences each party brings.
• Develop personal and professional qualities of resilience and adaptability.
• When combined with coaching methodologies, create the best possible pathway to excellence.