Be A Better You
Most managers don’t struggle with knowledge.
They struggle with people.
Not because they don’t care.
Not because they’re not capable.
But because:
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Conversations feel uncomfortable
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Emotions get in the way
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And no one has ever shown them what to say in the moment
So they avoid it.
Or soften it.
Or handle it… badly.
And that’s where performance, trust, and engagement start to break down.
That’s the work I do
I help managers and leaders handle the conversations that actually drive performance.
Clearly.
Directly.
Without damaging relationships.
Because it’s not facts or data that get people into trouble —
it’s how we connect, communicate, and manage emotion.
My story (and why this matters to me)
Before starting Be A Better You, I was a VP in a large advertising agency.
On paper, everything looked right. Smart people. Strong strategy. Clear goals.
But underneath it? Miscommunication. Avoided conversations. Frustration that never quite got addressed.
That was the turning point.
I realised the real issue wasn’t capability — it was how people showed up with each other.
From boardrooms to… horses
An unexpected chapter: I started teaching adults how to ride horses. And that’s where it clicked.
You can’t fake communication with a horse. You can’t hide frustration. You can’t avoid clarity.
They respond to:
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Your energy
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Your consistency
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Your ability to stay calm under pressure
Exactly like people do.
That experience shaped everything I do today.
What Be A Better You is built on
Be A Better You was founded in 2010 with a simple focus:
👉 Help people build self-awareness — without judgment
👉 So they can choose to do things differently
👉 And get better outcomes for themselves, their team, and the business
How I work
This isn’t about theory.
It’s about application.
✔ Practical tools managers can actually use
✔ Real conversations — not generic examples
✔ Direct, honest delivery (with a bit of humour)
✔ A focus on what happens after the workshop
Because insight doesn’t change behaviour.
Practice does.
Where psychometrics fit
I use tools from Thomas International to accelerate self-awareness.
Not to label people.
But to help them understand:
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How they respond under pressure
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How they impact others
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Where their strengths (and blind spots) are
Because once people see it — they can change it.
Who I work with
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HR and L&D leaders who want more than tick-box training
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Organizations developing managers who were promoted for technical skill
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Teams where issues are being worked around, not addressed
What clients say
'Sharon has a no-nonsense way about her that cuts to the chase and gets people thinking'
Jen Jonas, JPH
If you’re looking for…
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Managers who handle conversations early (not too late)
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Teams that communicate clearly and directly
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Leaders who can stay calm and effective under pressure
Then we should talk.
Let’s start with something practical
👉 Download: The 5 Conversations Managers Avoid — And What to Say Instead
👉 Or explore how I work with teams and leaders
👉 Or just message me — and tell me what’s going on in your organization
