Emma Fowler. Executive Coach Partner
Emma Fowler is a Progress Partnership Executive Coach partner, and founder and CEO of Areté. Areté means excellence, particularly in terms of fulfilling one’s potential, and the Areté Ventures organisation focuses on finding, unlocking, and developing diverse leadership talent. Areté works with FTSE100 clients, consulting firms, and PE & VC backed fast-growth entities in the UK and internationally.
Background & experience
Emma is a neuroscientist, headhunter, coach and mentor, with 20 years search experience consulting to some of the world’s largest financial services organisations, placing more than 200 ExCO members and Non-Execs in 20 countries and supporting clients in designing and delivering a strategic vision, particularly in relation to talent.
As a coach and mentor Emma works with CEOs and business leaders, specifically focusing on the transition from management to leadership during times of significant growth and transformation.
Emma was invited to author “Coaching within the Financial Services Industry” published in “Coaching in Professional Contexts” (Sage 2015). This book is used as a foundation text for the Coaching Psychology Programmes at Henley, UEL and The University of Sydney in Australia.
Professional Qualifications & Memberships
Emma graduated from Sussex with a neuroscience degree in 1998 and UEL with a post graduate certification in Coaching Psychology in 2015.
As well as managing Areté, Emma is non-executive director of the Markets Development Board at the Institute & Faculty of Actuaries which sets the IFoA international strategy, and Board Advisor to several businesses.
Emma is also an honorary lifetime member of the Institute of Risk Management.
Coaching Specialisms include:
▪Financial Services, and particularly working with international insurance companies
▪Working with ExCO in Finance, Risk and Capital roles
▪Leadership and influencing: how to use gravitas and influence in the Boardroom
▪Strategic thinking in leadership and transactions
▪Career coaching – understanding strengths, achievements, values, exploring possibilities and translating this into action
▪Succession planning - developing high potential individuals to become part of the ExCO