Great coaching stretches, stimulates, and provokes leaders to want to develop themselves – building their confidence and ability to add value to their business.
It can take from two months to two years for new habits to embed into daily behaviour, depending on the state of the prevailing corporate culture. Launch events and workshops are great ways to establish the case for change and build early momentum. However, when business as usual takes over, the energy to fuel consistent change can be lost.
This is where coaching has its biggest impact. Effective coaching gets to the heart of change by:
- providing a platform for taboo topics to be discussed
- identifying barriers to behaviour change
- enabling leaders to talk about where they are in the change process
- motivating people to overcome setbacks and relapses
- providing opportunity to build confidence in the face of change
- challenging and supporting individuals
- offering emotional support and structure
A typical coaching assignment follows this sequence:
Desired future and expectations
A clear definition of the outcomes and goals are agreed and a review of the solutions attempted so far is carried out.
Discovery and confidence building
Clients begin to uncover personal values, strengths, and a sense of direction. We help them do this by focusing on positive aspects – as well as gaps in performance.
Exploring options and action planning
A sense of control stems from the realisation that the client has choices – in an organisational setting this can be a huge breakthrough experience for people.