Why choose coaching?
– At a life or career crossroads
– Have a specific issue they want to resolve
– Want to achieve a better balance in their life
– Want to work on their personal development
– Want to develop a specific skill or behaviour, eg confidence
– Senior leaders want a sounding board for their ideas and a challenge for their achievements
For coaching to be effective it is important that the individual is ready for coaching and willing to make the effort to change things in their lives.
The benefits achieved depend on the individual and given that the individual wants to make changes to achieve particular goals then results are guaranteed. Some examples of results achieved:
– Delivered a successful project
– Developed improved communication and presentation skills
– Developed own leadership style and a clear vision and strategy for leading the business
– Resolved issues with the team and built a team that works well together to deliver high performance
– Identified career preferences and determined career direction, found the first job
– Set up own business
– Established a more balanced life-style and happier in both work and personal life
How coaching works
The coach’s commitment is to helping the client achieve their goals, this means that they will support the client fully, and retain objectivity in order to be helpful. The coach uses a structured methodology and is responsible for the process, the content is the client’s. The accredited coach is versed in a number of different methodologies, such at Neuro-Linguistic Programming (NLP), Cognitive Behavioural Coaching, Performance Coaching, Life Coaching, various models and techniques, such as Influencing, Conflict-handling, Decision-making, etc and is accredited in psychometric and other behavioural tools. The coach applies these as they perceive will best support the client to work through their challenge.
The coach-client conversations are focused on resolving issues and the client takes away actions that they commit to implementing, responsibility for the results lies with the client.
Ideally by the end of the first meeting the individual will have established what their goals are. These are then used as the criteria against which successes in the coaching relationship are evaluated.
Once the goals are identified, the coach works with the individual to develop actions to move toward the goals, these may be behavioural changes or deeper changes to beliefs and attitudes. At the end of each meeting the individual will be asked to comment of the effectiveness of the session and their commitment to take action towards their goal. This is an immediate check on the way the coach and client are working together, should there be any issues, we are happy to offer a different coach as it’s important that the client believes the coach can help and is fully committed to working on their goals.
Tools, techniques and models we may use in coaching
The fundamental T-GROW model structures the process and focuses the conversation (Theme/topic – Goal, Reality, Options, Will). The clear goal(s) and the action plan are indicators that the meeting has been purposeful and productive.
As appropriate, coaches employ the tools and techniques used in training Leadership and Management Development, Strategy and Change, Communication and Presentation Skills, etc to support the coaching and provide structure for the client to understand the situation and to develop their skills in dealing with their circumstances differently. Examples include conflict-handling, situational leadership, motivation, influencing, emotional intelligence, communication and presentation skills, etc.
Additionally we may use NLP tools to facilitate the learning process, for example Hero’s Journey as a structure for achieving a goal or life ambition, goal setting, modelling people who have the skills desired, visualisation to strengthen the goal, reframing to see a situation from a different perspective, identifying limiting beliefs and changing them to empowering beliefs, etc.
Coaches are qualified in certain psychometrics (eg. MBTI) and able to use self-assessment questionnaires and 360 feedback tools to support the individual’s understanding of self and others. These tools are helpful in identifying strengths and development opportunities and putting these into context.
The decision on which approach to use depends on the individual’s circumstances and what they want to work on. To find out more or discuss your needs, please contact Amanda.