We view one-on-one coaching as a critical tool in bringing about change in both individuals and organisations.
When coaching in a workplace context, we invest time upfront to develop goals that build individual capabilities and address the needs of the organisation. Whether addressing one-off dilemmas or building longer-term relationships, we support individuals to proactively develop solutions that are the right ‘fit’ for their personality, the issue/opportunity at hand and the organisation.
Our coaching draws on a range of evidence-based approaches that give people the insight, skills and motivation required to develop a vision, identify goals and translate intent into action. We support clients to understand the relationship between their thoughts, emotions and behaviour and provide a range of tools, techniques and perspectives that continue to be of value long after the coaching relationship is over.
We have four assessments in our coaching ‘toolkit’, which can be used depending upon the needs of the client, including:
- Denison Leadership Development Tool
- Hogan Leadership Assessment
- R2 Strengths Profiler
- Psynapse Unconscious Cognition Assessment
Our preference is to work with clients over a period of at least three months, with sessions every 2-3 weeks. This allows time for us to explore and address any underlying thoughts, beliefs and/or behaviours that may be limiting success. However, we’ve also found that, for some clients, even a single session can transform their thinking and subsequent actions.
We draw on a range of evidence-based approaches to find the ‘best fit’ for you and your context. Together we’ll illuminate your strengths, values, passions and talents, and develop strategies to ensure that these qualities underpin your actions.
We have experience coaching individuals at all levels of the organisational hierarchy, from CEOs to people newly transitioning into a leadership role.
Through the coaching process, we aim to illuminate an individual’s strengths, values, passions and talents, and support them with developing strategies to ensure that these qualities underpin their actions. We ask questions that help broaden the client’s perspective, deepen self-awareness and increase a sense of clarity regarding personal and professional goals.
Our preference is to work with clients over a period of at least three months, with sessions every 2-3 weeks. This allows time for us to explore and address any underlying thoughts, and beliefs that may be limiting progress, and embed practices, habits and behaviour that lead to success and fulfilment.
Examples of key areas we have supported coaching clients with include:
- facing life’s big questions, such as ‘How do I create a career and life that I love?’
- developing confidence as a leader
- transitioning from middle management to senior leadership
- dealing with difficult workplace or personal relationships
Use not only all the brains you have, but all that you can borrow.
For organisations, group coaching offers a targeted and high value means of developing and retaining women in the ‘pipeline’ to leadership. For women in mid-senior level leadership roles, the group coaching experience provides a confidential forum in which participants can:
- share ideas, knowledge and insights
- tackle complex and/or persistent workplace issues with a solution-focused approach
- benefit from the group’s collective wisdom in resolving specific challenges
- develop a long-term support network of like-minded colleagues.
We recommend no more than ten participants per group, meeting every four-six weeks over a period of between six months and a year.