To achieve significant, sustainable and organisationally relevant change, coaching must encompass deeper personal and psychological issues. We work to develop managers’ self-awareness, self-efficacy, confidence and skills, and to help them overcome self-limiting beliefs, embedded behaviour patterns and barriers which work against effective performance.
We adopt an eclectic approach to coaching, and apply a range of frameworks and techniques drawn from psychology and psychotherapy that are relevant to the specific person, their needs and context. Our approach is person-centred and solutions-focused, drawn from positive psychology. (Click here to find out more about positive psychology).
We use a practical ‘toolkit’ of techniques, together with accurate and honest feedback. Our coaching provides focused support, rather than just providing generalised support by only acting as a sounding-board. Through this approach we help managers build on strengths and overcome blocks or barriers to effective performance, sometimes arising from unconscious and embedded learnt patterns of behaviour developed throughout life. This helps to build their self-belief and self-confidence; it motivates them to use new skills, which ensures successful transfer of their learning to the workplace.
With leaders and executives, we work on development of authentic leadership, which enables managers to be more consciously aware and so create a style of leadership that is both personally distinctive and organisationally attuned - a personal journey of awareness and insight and a practical journey of behavioural competence. [To read more, see: Graham Lee, “Leadership Coaching”, 2003.]
We identify the root cause of a development need and seek to work on core psychological skills which lie at the heart of authentic leadership, whilst retaining a practical focus on performance improvement. By coaching managers to apply the psychology of leadership, they can attain long lasting improvement in effectiveness.
We believe that sustainable change only takes place if managers at all levels are given essential space and time to reflect. Through role modelling deep reflection, we encourage clients to reflect in order to understand themselves more fully, to confront their obstacles, to identify their concerns, to understand their drives and values, and release development of personal and interpersonal awareness.
We work hard to establish and maintain an effective coaching relationship, based on trust, clear and agreed rules of engagement and ethical principles, and to provide continuing development support over an agreed period of time. Tools and techniques are used to measure and assess progress.