Passionate about helping people
realise their full potential
Do you want to be part of a high-performance team? An effective team that function as one? A developed organisation, pushing boundaries, creating a winning ‘no limits’ culture? If you fail to predict accurately, your organisation or department won’t have the direction or abilities required to prioritise jobs which arise making it difficult to achieve the vision.
Coaching Skills Development
Coaching skills for employees:
Respectful, collaborative and socially responsible relationships do not happen by chance, they have to be established and created from the interaction and communication that takes place between individuals to create an optimal relationship environment.
My Coaching Philosophy
What is Coaching?
A relationship between client and coach, in which we (they) collaborate to meet the client’s needs. The agenda comes from the client, who is guided and supported in making desirable changes in one or more parts of their life leading to a life that is more fulfilling and balanced using a strategy to help the client reach her/his fullest potential to achieve results.
My coaching philosophy is based on my belief in the importance of raising awareness in the client, and that this is the key to developing the potential or unlocking blockages the client may not be aware of. One of the key aspects of my role as a coach is to facilitate heightened awareness in clients of the lens through which they see the world and themselves. Within the context of my coaching interventions, it is my intent to create a learning and development space for effective coaching using a range of skills that complement the coaching relationship. It moves people from awareness to responsibility to purposeful actions and leads to results.
My Coaching approach focuses on:
1. Human process interventions
Focus: improving communication, interaction, interpersonal skills, accountability/responsibility, leadership and the way forward. Examples; role consultation, process consulting, team development, data feedback and transition & change
2. Human resources interventions
Focus: developing process for growth and reward of people. Examples, management development, skill training, career planning & development.
3. Structural and systems interventions
Focus: cluster activities, processes, plan, control and coordination, transition and change. Examples; organisational design, relationships between teams, departments, wider organisation and stakeholders.
Benefits of Coaching
Achieve changes faster than traditional methods
Develop new and productive ways of thinking to solve day–to-day challenges, turning stumbling blocks into stepping stones
Improve productivity, working relationships, morale and job satisfaction
Increase clarity of through and heightened self-awareness
Generate new awareness of competences and the confidence to make appropriate choices around the challenges ahead
People who are coached develop their own coaching skills
Ian Coxan , Sheffield