Frequently Asked Questions
In a world characterised by growing volatility, uncertainty, complexity and ambiguity (VUCA), people are experiencing job insecurity and increased workplace pressures to perform at higher levels than ever before.
People today desire to be in charge of their own lives, and Coaching helps do just that.
Traditionally, coaching has been a powerful development tool reserved for executives. But, in the external business environment with technological advancement and changing social attitudes, the best chance of gaining a sustained competitive advantage is through the contribution of people and team development.
In this environment, the preferred management style is moving from command and control to a new style based on inclusion, involvement and participation.
We can no longer achieve results using traditional management approaches and must commit to investing in individuals’ development. AC&T programs focus primarily on understanding and addressing these development needs.
There is a growing gap between what managers have been trained to do and what their jobs now require of them due to increasing demands for competitive results. The mindset shift is important while making the transition from individual contributor to leader/manager.
In short, AC&T is committed to develop the potential of individuals and teams and drive success by helping to tap into what’s best about them, while focusing on what matters most in their professional and personal lives.
One of the most important ingredients that determine the successful outcome of coaching is the quality of the relationship between client and coach; it’s what’s known as the ‘coaching alliance’. With that in mind, there are three core qualities you can expect:
- Empathy - Without you feeling understood and accepted the chances for us to work together for creating positive change are slim.
- Non Judgement - This does not mean that we agree with or endorse everything you say or do, rather it means maintaining an attitude of withholding from judgement and keeping an open mind.
- Genuine - This means being authentic, acting with integrity and honesty. Sharing my knowledge for you to learn from.
While every situation is unique, we use a five-stage process which guides our efforts:
- Define what needs to be worked on
- Discovery of strengths focusing on qualities, talents and interests
- Envision the desired outcome
- Design possible approaches and the means of achieving the outcome
- Take action and assess progress
Coaching draws its influences from a wide range of disciplines, including counselling, management consultancy, personal development, sports, and psychology.
Professional coaching focuses on setting goals, creating outcomes and managing personal change. There are a number of core differences that distinguish coaching from its related fields which can be highlighted through the metaphor of driving a car:
- A therapist will explore what is stopping you driving the car
- A counsellor will listen to your anxieties about the car
- A mentor will share tips from their experience of driving cars
- A consultant will advise you on how to drive the car
- A coach will encourage and support you in driving the car.
Our brains are wired to take short-cuts and the easier option. This helps when making automatic decisions but change is often not easy as it is a process, not an event.
Ask yourself whether you, your organisation or team is ready to make sustainable change. If the answer is yes, then coaching can be a beneficial way to grow and develop.
To determine whether you or your company could benefit from coaching, start by summarising what you want to accomplish. A coaching partnership can be ideal for developing a strategy to achieve that outcome with greater ease.
The first step is to meet with me and engage in a Complimentary Discovery session. This helps you determine “what feels right”. This introductory conversation is free of charge and is also an opportunity for you to:
- Talk about what brings you to coaching and what you want to move towards.
- Consider similarities and differences between us and how these might support your growth as an individual and/or the growth of your team.
- If you have any queries about the process, fees, outcomes or anything that you are unsure of, don’t hesitate to tell me so we can work through it together. Remember that coaching is a partnership and the coaching alliance is critical, so be comfortable and assertive about raising any concerns.
I am widely respected for my knowledge of evidence-based approaches including Positive Psychology and for being highly intuitive with a natural capacity for supporting people in creating the conditions for them to develop and inspire positive change.
A firm believer in lifelong learning, I maintain a high level of personal and professional development through continued ongoing coach education, membership of professional bodies and a reflective practice through supervision.
The International Coach Federation (ICF) defines Coaching Supervision as "the interaction that occurs when a coach periodically brings his or her coaching work experiences to a Coaching Supervisor in order to engage in reflective dialogue and collaborative learning for the development and benefit of the coach and his or her clients."
- Establish what you want the coaching to be about based on meaningful outcomes
- Assume responsibility for personal decisions and actions
- Utilise the coaching process to promote possibility thinking and fresh perspectives
- Take courageous action in alignment with personal goals and aspirations
- Have the courage to reach for more than before while engaging in continual self-improvement.
- Committed to the coaching process and making things happen.
Working with a coach requires both a personal commitment of time and energy as well as a financial commitment.
A formula that best highlights this approach is as follows:
Quality of Solution X Commitment Level = Benefit
Let’s say that as your coach, the quality I provide is an ‘8’ on a scale of 1-10, and the level of your commitment towards your goal is ‘4’ on a scale of 1-10.
Using the formula: ‘8’ (Quality) X ‘4’ (Commitment) = 32
Now, let’s imagine for a moment that the quality of my coaching is now only a ‘6’ on a scale of 1-10 and even though you may not yet be getting the results you want, you are still doing the actions and applying yourself (you are committed). Commitment is now an ‘8’ on a scale of 1-10.
Applying the formula would give us: ‘6’ (Quality) X ‘8’ (Commitment) = 48
The difference in benefit between Scenario 1 (32) and Scenario 2 (48) represents a 33% gain over the two scenarios!
Your commitment is far more important than any ‘better’ solution.
Financially, consider both the desired benefits as well as the anticipated length of time to be spent in coaching. Any financial concerns or questions are encouraged throughout the coaching period, especially in initial conversations before the agreement is made.
Your coach is committed to:
- Establish a supportive environment
- Provide objective observations
- Ask great questions that raise awareness of self, your team(s) and of others
- Listen deeply to fully understand your or team’s circumstances
- Act as a sounding board in exploring possibilities and encourage thoughtful planning and decision making
- Champion opportunities and potential
- Encouraging strengths and challenge commensurate with personal strengths and aspirations
- Foster shifts in thinking that reveal fresh perspectives
- Uncover and challenge limiting beliefs
- Point out and challenge blind spots and seek new possibilities
- Maintain professional boundaries in the coaching relationship, including confidentiality, and adheres to the International Coach Federation’s (ICF) code of ethics
- Help you grow your capacity so that you determine your own best actions to take
- Encourage you to trust and access your intuition
- Keep you on track.
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