Coaching
In
challenging times, businesses require people not only to be able to maintain levels
of performance but also to be innovative, proactive, learn new skills and adopt
new approaches. We see coaching as a question based, action-oriented process to
focus someone on what they actually do, and through questioning draw out how they
believe that might be improved and developed. Good coaching builds competence
and confidence. Our work in the area of coaching
falls into two categories. We provide executive coaching for individuals and training
in coaching for managers. With individuals there are a
number of scenarios where coaching can be used to good effect – •
To improve performance in a specific area
• To develop a different approach
to the way particular tasks are done
• To fast-track someone into a new
role and responsibilities
• To tackle underperformance
• To support
a change to working practices or responsibilities When we
work to develop coaching skills for managers it is frequently to support changes
to organisational strategy or style. For example, there may be a need to leverage
more innovation and responsibility from people and managers need to improve their
ability to encourage ideas and upward communication. Frequently managers are required
to raise their game in the area of developing their people and good coaching skills
are a pre-requisite for this. Case study - Harwoods
“Following
my promotion from Line Manager to Director, Contact Consulting designed a bespoke
development plan that over a three month pre-appointment period prepared me for
the Leadership challenges I would face when I began the role. Through 6 intensive
one on one coaching sessions we talked through many of the situations I now face
on a daily basis. As a result I react to these situations in a far more confident
and professional way than I would have before my training. Contact Consulting
also arranged for me to meet with people in similar positions outside of the industry,
and I was able to gain an understanding of how they dealt with leadership issues
in their field, whilst also forming a network of people with whom I will be able
to seek counsel in the future.
We then moved into a post appointment period
when I could talk through ‘real’ situations I have experienced. These
become very relevant and challenging coaching sessions. My coach never provides
the answer, but always draws the solution from me. Knowing that you have the ability
and knowledge to work through these issues in a training environment gives great
confidence in the real world.”
Scott Paddock, Audi Brand Director, Harwoods. | 