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Coaching usually takes place on a one-to-one basis although it can be used with groups and is particularly useful in the following situations:

  • When developing leadership skills and improving the performance of senior managers and directors.
  • In the first 100 days in a senior role in an organisation, which has been found to be the most likely time that people leave.
  • To support high profile employees.
  • During times of change, such as when managers/leaders take up a demanding new role, make people redundant or have to lead a change programme.
  • When an individual is returning to a demanding role after prolonged absence such as maternity leave or long-term illness.
  • When poor performance or behavioural problems need to be addressed
  • As a management tool to develop and motivate staff.
Coaching is a relationship which is based on mutual trust, respect and equality, in which the individual acknowledges their need to change or grow and then decides the outcomes they want to achieve within the bounds of the coaching relationship, and the coach facilitates their achieving those outcomes using a combination of non-directive techniques.

Coaching addresses the whole person as issues at work often parallel issues at home, and lessons learned in childhood have a major impact on how individuals behave, think and feel as adults. Coaching is not therapy, it is focused on here-and-now issues, but it is impossible to successfully coach someone without understanding something about their life story and past.

Research shows that the world’s most outstanding leaders recognise and use coaching to support them in a constantly changing and ever increasingly pressurised environment as they are open to increasing self-awareness and recognise that honest feedback, challenge and support are essential for personal and organisational growth.

As senior decision makers they are often the most isolated . They may not get the feedback, challenge and support they need to do their job most effectively, which is where one-to-one leadership development in the form of a coaching partnership adds value.

Coaching provides benefits to both the organisation and the individual.

The benefits to leaders are that a coaching partnership:
  • Provides the support, feedback and challenge necessary for them to progress and grow in a unique way
  • Helps to fulfil potential by encouraging the commitment of time and energy to individual development
  • Stimulates and supports behaviour change and self awareness in a way that training can’t do.
  • Addresses the real issues in real time that the individual may be struggling with.
  • Promotes constructive problem solving activity which can lead to improvements in performance.
  • Ensures they adopt a pro-active, responsiveness which is vital in a fast changing work environment if opportunities are to be taken advantage of.

The benefits to the organisation of using coaching are:

  • Higher levels of motivation and commitment to the organisation with a corresponding increase in productivity and improved performance
  • Better retention of highly skilled and qualified staff.
  • Cost effective as development is focused, personal and practical.
  • Flexibility
  • Our coaching partnerships are flexible, to accommodate the different needs of the clients. They can include, for example:
  • One-to-one sessions in the workplace or elsewhere
  • Telephone e-mail or support
  • personal ‘Awayday’ intensives
  • specific event rehearsal/debriefing
  • team/board coaching
We also provide coaching and mentoring skills training for managers who want coaching skills for their ‘tool box’, and design coaching and mentoring programmes for your organisation.
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