"A thought is often not fully formed until it is spoken out loud. The power of having the attention of another human being to ask the right questions and listen supportively, is a catalyst for change"
Many organisations will coach effectively but might not be able to articulate why their coaching works (and sometimes why it might not). Our proven methodology helps clients to understand exactly what happens during our coaching process and why it is so unique and effective.
We offer 1:1 coaching as part of our blended learning solutions to maximise the benefit of facilitated sessions. We also offer standalone executive coaching packages and ‘fly-on-the-wall’ quality assessments of your in-house coaches.
It is vital in any new coaching relationship that there is mutual trust, honesty and agreed scope. We always put our new coaching clients at ease by ensuring we have a convenient appointment at least a week ahead (to give them sufficient time to think about what they want from the session) and ensure there is a booked, private room for the session. Confidentiality and impartiality are paramount when we are coaching within organisations and clients are reassured to this effect. We will also ensure that the client is open to challenge from us as the coach. Without this there can only ever be minimal ‘growth’ for the client.
During the contracting phase we will also introduce the coaching action plan and explain how this works. While the coach may make notes on this document it is by no means a ‘prescription’ of actions, simply a record of the conversation and any points for reflection. The client must then review the notes and type into their own words (we provide an electronic copy of the action plan template).
When the session is not the first session the time spent on contracting is adjusted to a ‘follow-up’ a perspective. What has changed since last time? This discussion will be centred around the action plan document and the progress on this. Then we will move on to examine the next steps. Every time a client feels they have reached ‘the bar’, we always lift it.
Using open questions and active listening techniques the coach will very quickly gain an understanding of what the client wants to make a difference about. The coach will ask for ideas and encourage pauses for thinking. Often the client has ideas but has not yet had the time or space to articulate them, or is seeking reassurance from an impartial person as to whether their approach is the best one.
Often the client will ask the coach ‘what do you think I should do?’ The coach will only proceed with careful suggestions if all other avenues of questioning and encouragement have been exhausted. Our methodology here seeks to avoid ‘learned helplessness’ and thus ‘dependency’ on the coach. Instead we work for our participants to be confident and skilled enough to be able to coach themselves going forward, without continued expense and over reliance on ‘comfort blanket’ sessions.
Debriefing is all about clarifying the clients’ commitment to action and ensuring they fully understand what actions to take and how to take them. Usually the coach and client will review the notes together and prioritise and plan so that clear, pragmatic and tangible steps are identified. Timescales will also be agreed and further resources identified where applicable.
The session will always end on a positive note with the coach reassuring the person that they can achieve what they have agreed on the action plan and details of any follow-up coaching sessions will be confirmed before the coach and client say a reciprocal thank you and goodbye.