WHAT IS COACHING?
I believe coaching provides the opportunity to actively learn from our own experiences and to understand how to apply that knowledge in our day-to-day lives.
I see coaching as a means to help enrich my clients’ self-awareness; leading to a deeper understanding of the topics they bring to coaching and enabling them to develop more effective skills for the future.
My approach is to be open, supportive and challenging, helping clients draw on their experiences to find their own solutions and direction, and, when needed, to stimulate and embed behavioural change.
WHO IS IT FOR?
I work in both the private and public sectors with executives, senior managers and rising talent.
Client staff goals have included:
- Developing leadership capability;
- Motivating and focusing teams;
- Managing organisational change;
- Challenging working relationships;
- Building capability for advancement;
- Addressing self-confidence issues;
- Achieving significant career change.
There is a growing body of research that suggests coaching has benefits for both the individual and employing organisation. This suggests that it is both satisfying and helpful for the individual, often leading to a recognised improvement in performance.
Individuals report feeling more confident, that they have changed for the better, are more skilful, more self-aware and more able to understand the perspective of others.
Such benefits should also translate into broader organisational benefits, such as more capable leadership, greater sharing of tacit knowledge specific to the organisation and wider choice in succession planning.
THE RULES OF ENGAGEMENT
Sessions are confidential, provided normal rules of behaviour (the law, organisation policy etc.) aren’t breached. If there is a conflict of interest, the challenge is beyond my competence, or the chemistry isn’t there, I will raise my concerns.
Role of the paying organisation
Whilst the content of sessions are confidential, I strongly advise the paying organisation be involved in setting objectives and reviewing progress.
This is flexible depending on need but is typically six sessions of 1.5 hours duration, occurring once every 2 to 4 weeks. Although face-to-face sessions are preferable, other options can be agreed if constraints dictate.
The coaching sessions will take place at your place of work in a suitable room.
All parties to honour the commitment they make to the process, where possible giving at least 2 days notice if unable to attend.
At the close of the 6 sessions, there is an evaluation to reflect on achievements and to provide feedback to each other. The paying organisation should be a part of this evaluation.