Coaching and mentoring requires a holistic view, as common sense dictates that there can be no single correct methodology or typology which fits the wide variety of situations that both coaches and mentors are required to service.

In initial conversations with clients, we would align coaching with the strategic intent of the organisation -e.g. increase:

• Strategic organisation
• sales / market share / revenue
• performance
• growth through M&A / integration
• customer satisfaction / quality of service
• innovation / number of products to market
• number of leaders ready for promotion
• employee retention and engagement

With individual coaching we would follow a process that starts with a Personal Learning Plan and then through reflected and experiential learning the individual develops themselves to meet their original goals. These will be agreed with the Learner and the organisation funding the coaching.

What motivates a business to develop a Coaching Culture?

• The need for new ways of leading and managing people
• Knowledge management
• Transforming relationships with clients

The introduction and reinforcement of a coaching style of leadership and communication is delivered via workshops and then reinforced with individual coaching concentrating on the Learners experiences. The workshops cover preferred learning styles, coaching models, directive and non directive communication and are highly practical with supported experiential learning.

The coaching follow up is to ensure the skills are used and further developed across the learning journey and to explore real examples of the need to use the coaching style of leadership and communication.