Coaching and conflicting demands
Coaching senior managers for over two decades, we are accustomed to enabling them to address the host of conflicting demands that goes with the territory of their work.
These demands arise from a host of sources, relentlessly. Allocating limited resources, financial and human. Mediating between differences of stakeholders. Responding to changes in technology, markets, laws and regulations. Exercising stewardship for tomorrow as well as dealing firmly with today's crises, or perceived crises.
The scope of coaching to deal with these demands varies on the demands of a situation. It ranges from being courageous enough follower to challenge, rising above setbacks, and displaying perspectives that dwell on the silver lining in cloudy situations. It means learning to dwell on 'hopeful' options.
What are you ready for now?
It is not unusual that simple questions touch on just the right spot when you are grappling with a tough dilemma. Many people have found this question about their state of 'readiness' helps them to focus their attention.
"The real voyage of discovery consists not in seeking new landscapes but in having new eyes." (Marcel Proust (1971 - 1922), French novelist)
Yet there are also occasions when much less direct ways of figuring out the way ahead is needed. That is when enabling you to establish just what it is that you find holds the most emotional coherence for you may be just what you need to resolve a tough dilemma.
Research indicates how coaching works well when it draws on styles of learning that involve getting to grips with realities - realities about yourself and about your work environment, in all its richness. Values, beliefs and theoretical models, while important to addressing differences, are best dealt with in relation to the realities of business demands.
Approaches to suit your needs
While coaching has some similarities with mentoring, it is designed to enable a client to recognise and respond to factors in their environments which are not rational.
The job of a coach is to serve as your partner in a constructive style, so that you can effectively bring about change you value. The coach may offer information, techniques and tips but the really important tasks are to be supportive to your concerns and to stimulate you to stretch and to pace yourself in relation to the purpose you have agreed on.
We normally design a coaching programme to suit the needs and circumstances of individual clients. This means that we commonly combine elementsf from two or more approaches: cognitive behavioural (and 'behavioural cognitive'), psychometric, constructivist, personal construct and social identity. While we adapt to circumstances and individual needs, some factors tend to be constant in how we work with clients.
- Understanding objective goals of your role at work, in relation to your immediate concerns and more broadly;
- Appreciating how you perceive and categorise people you relate to at work;
- Depending on the aims and objectives agreed with you, we use selected psychometric to offer you feedback and a variety of other methods to enable you to develop awareness and to practise skills.
Personal quotation, in confidence
Enquiries are discussed in some detail and in strict professional confidence.
Personal quotations are offered free of charge, so that you can be quite clear about what you are investing in.
Telephone 020 8654 0808 now, to talk briefly.
