Workplace Coaching
In
any workplace, people seek feedback about their strengths, areas for
development and preferences. Their preferences will define the roles
that they are suitable for and will enjoy. The challenge for
managers and leaders of organisations is to develop the self
understanding of their staff.
Approach
We approach individual, team and organisational development issues with
a combination of:
1. Coaching: at an individual and/or team level
2. Consultancy: at a HR/CEO level
3. Assessment Tools: used to identify relevant organisational
and personal development goals
Individual & Team Coaching
"...We
can achieve quantum improvements in our lives as we quit hacking at the
leaves of attitude and behaviour and get to work on the root, the
paradigms from which our attitudes and behaviors flow."
Henry Thoreau
At
work, people experience pressure to produce real outcomes and
contribute to the organisation's goals. Accordingly, finding
the
"space" for reflection and integration is not easy. People
rarely
have time to devote to their own development.
People may
value an opportunity to reflect on their experiences, explore
developmental options and develop their repertoire as a leader or team
member at regular short coaching sessions. They may benefit
from
being able to talk about what is happening in their lives with an
experienced and attentive coach in a one-to-one setting.
Our
coaches provide people with a context for open dialogue. The
coach facilitates a structured but informal conversation and plays a
non-judgmental role, much like a trusted mentor. Good coaches
support and listen. But they are not passive listeners.
The
coach also actively questions and reveals different views of peoples'
current situations. The coach helps people define and move
towards their preferred future.
The coach will help people
understand their current situations, analyse the implications and
suggest steps they can take to resolve and improve as a leader/team
member.
The coaching session is not just an aimless chat.
It is a structured dialogue, or conversation. Using
active
listening, open-ended questons and convergent interviewing the coach
supports and challenges people.
The coaching relationship will provide people with:
Challenges and support
Personally tailored programmes
of development
Flexible scheduling that fits
into busy timetables
Proven ways of examining
situations, styles and options
An experienced coach guide
A confidential focus upon
their needs
A relaxed but structured
context for conversation
Strategies to solve problems
and make effective decisions.
Contact
us for a free, no obligation discussion about Workplace
Coaching
Executive Coaching Programme
This programme would begin with the
Competency
Analysis Development Tool (CADT), and be followed by 10 x 1.5 hours
sessions of individual coaching.
After evaluating the CEO pilot
process, senior management may also wish to undertake the process,
including the MBTI / ALTI test. The results of the OPQ tool
can be
used in the Leadership Development Programme during the individual
coaching process.
Contact
us for a free, no obligation discussion about Executive
Coaching
