"Consumerism is not compatible with Sustainability.
Hierarchy is in decay and will be replaced by Self-Responsibility.
Quantitive outer knowledge, or technical advance, has raced far ahead of our Qualitative inner wisdom.
It is wisdom that causes us to use our knowledge responsibly for good and all."
Sir John Whitmore
We support both individuals and small professional teams to raise their self-awareness and encourage them to take responsibility for their own professional and private lives.
What we do/Services
Leadership and Personal Development through the medium of a one-to-one coaching relationship. We have two basic structures to achieve this; both are tailored to individual and/or organisational need:
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Corporate/Executive [click through for details]
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Personal [click through for details]
Team Development in a corporate context [click through for details]
Supervision for practicing Coaches [click through for details]
Psychometric Profiles both ipsative and normative [click through for details]
Corporate/Executive Coaching
set in an organisational context, the sequence of events would normally be based along following lines:
- A ‘triangular meeting’ comprising the prospective ‘coachee’ (the person to be coached) and a representative of the Organisation (normally the CEO/MD or HR/Training Director and often called the ‘sponsor’) to highlight the objectives of both Organisation and the individual.
- A series of eight, 2 hour sessions with the ‘coachee’, at a venue of his/her choice, held at intervals of approx 4 – 6 weeks.
- Some consolidation work will be required of the ‘coachee’ between sessions.
- At the ‘mid-way’ point a review meeting is held with the original ‘triangular group’. The coachee completes a written report.
- A ‘final review’ held after the last session with the original ‘triangular group’. Both coachee and sponsor conclude with a written report.
It is invariable that a ‘values’ profile will be conducted before the first session and the investigation of ‘goals/objectives’ will be explored. Other profiling tools may be used (e.g. communications, performance, conflict and change) if these appear to be relevant and helpful.
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Personal Coaching
This is designed for those who will not have direct input from an organisation. However, the topics/subjects raised by the coachee may be of an organisational/business as well as of a personal nature. The sequence of events would normally be based along following lines:
- Background information completed online/hard copy by the ‘coachee’ prior to first session.
- A series of six, 1 hour sessions, at a venue of the coachee’s choice (some sessions may be via telephonic/voice link if the coachee chooses), at intervals of approx 4 weeks.
- Some consolidation work will be required of the ‘coachee’ between sessions.
- At the ‘mid-way’ point a review meeting is held with the coachee who completes a written report.
- A ‘final review’ is held with the coachee who completes a written report.
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Team Development
a series of sessions designed for ‘Management Teams’ in a corporate environment. The sequence may include:
- Initial discussion with the CEO/MD to identify ‘purpose’.
- Profiling to identify suitable team members and particular areas for development.
- An element of training to clarify the differences between ‘groups’ and ‘teams’ and identify ‘actions’ upon which to work.
- A series of team coaching sessions with the whole team focusing on relevant workplace/business issues faced by the team, embedding earlier learning and stretching the performance of the team.
A variant of this structure can be arranged to include any or all of the above.
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Supervision for practicing Coaches
This one-to-one intervention focuses not only on the Coach, but on the relationship between the coach and the client and has three main functions: Qualitative, Developmental and Resourcing. We provide a series of 1 hour sessions, with coaching practitioners. Frequency will depend upon the number of coaching clients the ‘supervisee’ has; the Association for Coaching recommends that the ratio should be 1 hour of supervision for every 15 coaching sessions, with a minimum of one hour per month.
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Psychometric Profiles
Psychometrics is the science of measuring behaviour and ability. Most of the tools used, can be described as ‘Psychological Assessment Tools’. Coaches will use these to assist those being coached to build the self-awareness necessary to identify new career and life goals and to enhance their performance at work; to help better to understand their behaviour, their preferences and their capabilities as they relate to work and life. Profiles (all can be done ‘on-line’) we use are:
- Clarity4D Personality Profile a tool that offers a simple and effective profile easily understood by individuals and teams to help them to apply the most appropriate behavioural and communication style to meet the needs of different people in differing situations.
- Integrated Leadership Measure 72 (ILM72) a tool designed to provide an insight into the leadership Style of the individual while highlighting areas for development.
- Mental Toughness Quotient 48 (MTQ48) a tool providing a reliable and quick assessment of an individual’s ability to withstand pressure in a range of workplace environments while highlighting areas of strength and development.
- Prevue Assessment a tool that assesses individuals against a ‘benchmark’ specifically tailored to an organisation's individual culture. Some applications for this tool are:
- Selection and Assessment
- Team Building
- Personal Development
- Reward and Recognition
- Succession Planning
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