My approach to coaching
As an organisational psychologist, I am always looking to understand the root causes of individual performance challenges and team cohesion issues, in the context of the workplace. To this end, I do not follow one purist model or approach to coaching. Rather, I rely on a variety of perspectives and techniques that best match my client and the nature of the challenge. That said, I do believe in certain key coaching principles. These are:
- The coaching relationship is specific, and purpose-driven. I don’t engage in coffee catch-ups and call them coaching
- I believe that coach-coachee relationships must have an element of chemistry to them; personalities and world views have to gel to some extent
- The purpose and goals of the coaching must be clear. These can shift and evolve, but without clarity of intent, coaching will lose value and impact
- Coaching assignments should not be for extended periods. If that happens, then either the goals are not being met or the relationship has changed in nature
- While my role as a coach is to ask questions and hold the coachee to some level of account, I believe in adult relationships and conversations. It is not my role as a coach to ‘follow up’ and ensure action
- Coaching should benefit the individual, their team and the organisation as a whole. If one of those parties is not seeing benefit to the process, then we need to rethink
Would you like to explore your people challenges? Lets talk.
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I work with my clients to co-create practical and impactful solutions that really shift how people feel and deliver at work. That's what I pride myself on delivering and what motivates me on a daily basis.
CONTACT DETAILS
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ADDRESS
Cape Town, Western Cape