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Coaching
is one of the rapid growth industries of the last few years. The need for executive development has never been greater as
corporate cultures are in a state of almost constant change.
Coaching
is an outgrowth of development programmes as historic approaches lack follow up
guidance because just knowing what was wrong was not enough to make the changes.
We
define coaching as…
“conversations
which unlock a persons potential to improve their performance”
We work
with organisations to deliver 1:1 coaching, typical development areas include…
Ž
Building
relationships
Ž
Career
direction
Ž
Increasing
impact
Ž
Maintaining
balance
Ž
Taking
the lead
Our
specialist area is in developing the capability of internal coaches.
A programme might resemble the following…
Ž
Module
1 – the role of a coach.
Ž
Module
2 – coaching models.
Ž
Module
3 – skills development.
Ž
Module
4 – follow up activity.
An
extensive project involves developing a coaching culture and might include the
following…
Strategy – we work with organisations to develop the
coaching strategy and business case. To
ensure this integrated approach we use conversations, secondary data and
diagnostic tools.
Profile - we work with
organisations to highlight the profile of potential coaches, and how coach and
coaches might be chosen and matched. To
ensure the profile is relevant we conduct a capability audit, applying
self-rating questionnaires/360-degree feedback/interviews or personal
observation scenarios.
Valuation - we work with organisations to agree how the
coaching will be valued. Either
existing methods or bespoke solutions may be applied.
To ensure coaching can be measured both quantitative and qualitative data
may be gathered. The frequency
could operate on at least four levels: reactions mid programme, learning at the
end of the programme, behaviour and transfer to the job three to six months
after the programme end and finally results demonstrated by organisational
performance.
Change - we work with organisations to design a mix of
coaching options. These might
include taster sessions, coachee briefings, workshops, self-development and
action learning. Tools such as
Myers Briggs Type Indicator
and Strength Deployment
Inventory might also be applied. To
ensure authentic behavioural change we coach individuals and agree coaching
development plans.
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