Why coaching?
A generation ago, organisations normally invested in coaching only for very senior managers, and then only with their agreement. Then, the pace of change quickened, accountbility sharpened and very often the tenure of executives shortened. The quality of decision-making and of communications both of individuals as well as of executive teams came in for greater scrutiny.
While some initially vieweed coaching as a passing fad, some highly accomplished leaders were relazed to acknowlege the part that coaching played in their acommplishements. For like a highly-performing sports star or musician, they found that they benefited from constructive criticiam and confidential conversations with coaches who took care to understand them and often-complex environments they strove to influence.
With greater complexity making the work of people at all levels for mentally and emotionally demanding, costs of flawed decisions and communication multiplied. Coaching helps to control these costs by giving the hard-pressed individual the confidential time and space to process information from diverse sources before taking necessary decisions and actions.
The cycle of coaching is adaptable
Our accredited coaching psychologists offer a clear underlying structure for coaching that is sharply focused on needs of individuals they undertake to work with. During the coaching cycle, the most accurate feedback possible is a vital component of coaching for it offers the individual a sensitive guide to how his behaviour is perceived by others, including those he most wants to influence. Where appropriate, we use carefully selected tools of psychological measurement as integral components of our coaching services.
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