The coaching I provide is a form of learning, where I (coach) support you (coachee) to make progress in some way. It is a bespoke programme specifically designed to accelerate your success. Progress might include; reaching a goal, solving problems, making better informed decisions or creating learning and change. Coaching happens through a series of conversations. I initiate a conversation that is designed to benefit you, in a way that relates to your objectives. Ultimately I hope the coaching will improve the effectiveness of your overall performance and relationships in your professional and personal life. 

I blend the skills of questioning, listening, observing and objective feedback to create conversations rich in insight and learning. As a coachee you would experience a focus and attention on your own circumstances that helps you develop greater awareness and understanding. In addition, you’ll also gain fresh ways to resolve issues, produce better results and achieve your goals more effectively.

You will develop a toolkit with knowledge and new skills so that you can implement these in your professional and personal life to achieve immediate and longer term success.

Common benefits people experience from coaching include:

•   Improved sense of direction & focus, e.g. I want to get that promotion

•   Accelerated learning around a distinct topic, e.g. managing people, a relationship, influence

•   Improved performance in an area, e.g. professionally, health, finances 

•   Increased knowledge of self/self-awareness, e.g. My active listening in different situations 

•   Improved personal effectiveness, e.g. focused effort on priorities

•   Increased motivation or sense of personal engagement, e.g. I am going to complete this course

•   Increased resourcefulness/resilience, e.g. ability to handle change 

Coaching is none of the following:

1. Structured Training, e.g. classroom learning

Structured training relates to a fixed agenda of learning, and a prepared approach to make learning happen. For example, if you are being trained in a classroom to use a computer, the trainer would use a planned approach to ensure you learnt a certain amount of information, within a certain time frame. Coaching follows a more flexible format, according to someone’s objectives. Both the individual and the coach influence the direction and content of sessions. Coaching also places responsibility for learning on the individual and encourages learning to continue after the session, e.g. through an agreed set of actions.

2. Counselling or psychotherapy

Some issues are best handled by someone trained to support a specific issue with a specific set of skills, principles and approach. For example, addiction or mental ill health (depression, compulsive disorders etc.) are best supported by someone trained in those specific situations. Whilst coaching is not therapy, and is not viewed as therapy, it does provide a viable alternative to people who may have previously considered some form of counselling to resolve a situation. For example, milder forms of anxiety, crisis of confidence or self- doubt might all be effectively supported by a qualified and experienced coach. This is because coaching promotes a greater self-awareness, and a fuller appreciation of our own situations and circumstances.

3. A way of someone else solving your problems for you

Coaching assumes that an individual is ultimately responsible for the results. Whilst one may argue that this is not always true, it is normally a more effective position to operate from. If we acknowledge that we are responsible for something, it follows that we have power and influence over it.

For example, if you’re not getting the results at work that you want, a coach might encourage you to:

•   Understand that situation more clearly.

•   Develop new ideas or approaches for those situations.

•   Take constructive action that gets you the results you want.

What I will not do is instruct you to do something specific, or go and do it for you. If I did, I would be taking responsibility (and so power) away from you. I aim to empower you by supporting you to act, rather than acting on your behalf.

Mentoring and coaching do have similarities and the two can get confused. They differ in the following ways:

Mentoring:

• The mentor is the expert in a certain area and is willing to share their knowledge, experience and expertise.

• The mentor gives the mentee advice and guidance on a specific area

• It takes a less formal format to coaching

Coaching:

• The coach may not be the expert in the area of focus

• The coach uses questioning techniques to develop the coachee

• Coach and coachee are equals working in partnership

A coaching relationship is like no other, because of the combination of healthy, objective detachment and commitment to the goals of the individual. It’s a distinct form of support; where I will create focus on your situations with an attention and commitment that you rarely experience anywhere else. I will listen (and actually listen!) to your values, goals and aspirations. I will have a genuine curiosity to understand who you are, what you think and generally how you experience the world. I will also reflect back to you, with an objective overview and ask you the necessary challenging questions to help you create your reality and set appropriate actions.

In return, I will expect you to stay committed to the coaching process. That means showing up for sessions, taking your own notes where appropriate, and keeping any agreements you make during sessions.

In addition, I expect you to be open to the potential of coaching. That means contributing to conversations honestly and openly. The strength and power of coaching relates directly to the level of openness and trust in this relationship between us.

As an accredited coach I adhere to the ICF code of ethics which protects the privacy of my clients and therefore the contents of our coaching discussions is confidential. Where a third party has requested the coaching, e.g. as part of an organisational sponsored assignment, I will agree with you the best way to keep any interested third parties involved or updated.

It helps to consider your own objectives for coaching before we meet. It’s also a good idea to decide how you might increase the effectiveness of your coaching involvement, by reflecting on factors which may support that. 

The following questions can help:

1. What areas or topics might be most useful to work on? e.g. personal, professional, general learning and development?

2. What simple goals do you have right now which you’d like to make more progress with, e.g.to make something happen, or achieve something?

3. What learning and self-development goals do you have? e.g. get better at something or express certain qualities more (or less) often.

4. Of the factors under your own influence, what might stop your involvement with coaching from being successful? e.g. distractions or a tendency to procrastinate.