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 Coaching
is fun
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About Our Coaching:
- Our Theoretical Frame
Our approach to
coaching is tailored to meet the needs of individuals,
teams and organisations with whom we work, consequently the experience of coaching
amongst clients may vary widely. However, the core of all coaching relationships contains
a common process and series of frameworks which ensure consistency between
all coaching interventions.
The following diagram
illustrates our core coaching model, applicable to both individual and team
coaching situations.
Our Developmental Frameworks
Throughout the
coaching process a set of core developmental frameworks underpin the phases and
activities on the journey to agreed objectives and goals. Typically
sessions iterate through these frameworks, building and improving
learning in each cycle.
Core developmental frameworks - other material
may be added if the need emerges.
Awareness of
the Self:
In order for a client to work better with others, he/she needs a sound
understanding of his/herself. Often individuals are unaware of aspects
of the way they think, act or speak and how their behaviours impact on others.
This framework aims to improve individuals' understanding of these
impacts and raise awareness of underlying automatic behaviours which
include:
- personal styles and preferences
- learnt behaviours and expectations
- motivations, goals, agendas
- values, principles, beliefs
- emotional needs and responses
- assumptions and biases.
End of a of team coaching day
Understanding
Others and the nature of Teams:
This frame focuses
on raising awareness and understanding of the individual as part of a
group, and how that group can become a team. It is more commonly applied in team
coaching situations, but can also be very relevant in individual
coaching. Key elements include:
- awareness of others: styles, preferences, expectations, motivations,
values, assumptions, etc
- identification of “common ground”, shared needs,
goals, objectives and identity
- understanding and tolerance of individual differences
- awareness of patterns of group behaviour and underlying group dynamics
- exploring basic assumptions, values and group culture
- examining the behavioural styles and the impact they have on outcomes
Understanding
of the Broader Organisation System:
Both as an
individual and as a member of a team, the client has significant
impact on the system as a whole, some intentional, some not. This
framework aims to improve understanding of systems,
particularly in the areas of:
- organisation theories, metaphors, paradigms
- understanding cultures
and sub-cultures
- formal and informal systems
- leading change.
A team dinner
Applying
Learnings in the Day-to-Day:
A key aspect of the
process is developing definable goals for individuals, groups and teams
so that developmental activities are clearly recognised. In
other words, the focus is on working in the “here and now” with real
issues, drawing learning from these and producing a well articulated
road map for moving forward. This approach reverses the
traditional developmental method which follows a pre-determined structure and
draws on current issues as examples or trials.
Coaching is about working with the intangible, informal and
interpersonal issues of individuals and groups, whilst simultaneously
relating to the tangible,
formal and organisational issues of strategy, structure, systems and
processes. Our method of coaching is designed to facilitate understanding
of how these different spheres
interact and how to incorporate and work with both.
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Coaching Relationships Global
Executive Coaching