We are committed to coaching of the highest standard and are accredited with the International Coaching Federation. We offer one-to-one coaching for executives where a confidential coaching service is vital.
Many coaching clients will seek coaching for performance enhancement rather than the rectification of a performance issue. Coaching has been shown to be highly successful intervention in these cases. When an organisation is paying premium rates for development services, performance is usually the key pay-back they are looking for. Even if an executive or manager receives support in balancing work and home life, it will be with the aim of increasing their effectiveness and productivity at work and not for more altruistic reasons. Our coaching services derives its theoretical underpinnings and models from business and psychology as well as general management approaches.
Coaching is a form of development in which a person called a coach supports a learner or client in achieving a specific personal or professional goal. The learner is sometimes called a coachee. Occasionally, coaching may mean an informal relationship between two people, of whom one has more experience and expertise than the other and offers advice and guidance as the latter learns.
Coaching is a useful way of developing people´s skills and abilities, and of boosting performance. It can also help deal with issues and challenges before they become major problems. In some organizations, coaching is still seen as a corrective tool, used only when things have gone wrong. But in many companies, coaching is considered to be a positive and proven approach for helping others explore their goals and ambitions, and then achieve them.
Job roles are changing at an ever-increasing rate. Traditional training programmes are often too inflexible or generic to deal with these fast moving requirements. In these instances, one-to-one coaching allows a flexible, adaptive ‘just-in-time’ approach to skills development.
What differentiates it is that like any good personal or professional development intervention it is based on an assessment of need in relation to the job-role, delivered in a structured (but highly flexible) manner, and generates measurable learning and performance outcomes. This form of skills training is likely to focus purely on the skills required to perform the job function even though it may adopt a facilitative coaching approach instead of a ´telling´ or directive style.