Coaching

The approach is to do what is going to be most helpful for the individual or team. Focussed on growth, development and achievement the coaching is used to remove obstacles and enhance creativity. It’s about applying skills, solving problems and exploring the behaviours that impact performance.

Working at all levels, we use insightful and challenging facilitation to achieve goals in a supportive way through actionable outcomes.

Delivery can be either in-person or remote, so geography and time zone are never obstacles. We are mindful of the current working situation, however, and so we are sensitive to online meeting fatigue and we make sure that screen time is used at an optimum level by keeping individual sessions to no more than 1 hour.

Types of Coaching

Leadership: the benefits come from Executives or Senior Leaders working confidently with an objective and impartial ‘sounding board’ to:

• Explore sensitive issues around leadership approach.
• Improve communication, and therefore connection, with different styles and cultures.
• Deliver exceptional work through empowerment and the freedom that comes with it.
• Broaden scope and perspective to access new strategies for problem areas.
• Reveal hidden strengths and areas for development to enhance performance.
• Discover new insights and perspectives on everyday responsibilities.

Management/Team Leaders: with a focus on the essential behaviours for effective management, improved outcomes are achieved by:

• Heightening self-awareness as a catalyst for personal growth.
• Improving self-regulation to handle difficult situations with greater ease.
• Developing the empathy that enhances interactions with others.
• Encouraging a flexible mindset as a boost to cognitive capability.
• Using the recognition of success to further energise and motivate.
• Applying the social skills that build productive, trusting and lasting relationships.

Team Coaching: based on a systemic approach, for new, ‘stuck’ and under-performing teams, group coaching uses the recognised stages of team development to take the team through a process of change. Thinking is challenged and new skills are learned as team members become mutually interdependent and thrive in a more collaborative climate.

 

Process

• Initial brief to design the bespoke programme of support to achieve specific goals.
• ‘Chemistry’ session to check for alignment and rapport between Coach and Client.
• Development Plan to confirm the programme objectives and outcomes.
• Development sessions (usually 6) with an agreed cadence over 3 – 6 months.
• Additional support between the sessions.
• Outcomes are evaluated and reported to conclude the engagement.

Team Coaching is often part of an integrated development assignment that also includes diagnostics, workshops and individual coaching sessions to ensure a consistency of approach and the opportunity also to explore team members’ personal issues.