Coaching
Our coaching clients include professionals, carers, patients and teams of varying sizes and all disciplines. We create collaborative and developmental relationships by using open questioning and active listening, to produce long-term goals and priorities and a clear pathway to positive outcomes.
Executive coaching
Individualised one-to-one executive coaching. The goal is to enhance leadership or management performance and development. Working within clearly contracted boundaries, the work involves moving forward towards goals, understanding individual responsibility for change, learning to see possibilities and unlocking ability to achieve maximum potential.
Typically this form of coaching is for up to six 90 minute sessions, but some clients find a couple of sessions is enough to realise the way forward and be able to self-motivate onwards and upwards. Coaching conversations can be face-to-face, or via video conference or telephone.
Case study:
A teacher in their 50s, very skilled and high-achieving yet feeling bored and beginning to disengage from work despite feeling valued in their role. Through coaching, we were able to identify their sources of energy and fulfilment, and developed a pathway to move forward positively. After three sessions they applied for a senior leadership role alongside their partnership work, and was soon offered the job. They felt they’d kickstarted their career and enjoyed a renewed sense of enthusiasm about their career.
Group / Team Coaching
Team coaching is a way of strengthening working relationships and managing conflicts and obstacles. The constant changes and pressures in organisations can highlight and sometimes exaggerate pre-existing tensions in teams. More effective, efficient and enjoyable working life can be achieved by understanding how team members relate to each other, looking at ways of improving how they communicate and exploring their expectations of each other.
Team coaching helps the team move towards its goals by the creation of a safe and structured space. This can enable a potentially difficult conversation that can shift attitudes, perceptions and positions and allow conflicts and obstacles to be worked through. A secondary gain is that participants will be able to use more of a coaching approach in future unfacilitated conversations with each other, building on increased knowledge of underlying professional attitudes and behaviours.
Examples of issues that have been addressed in previous team coaching workshops are maximising role effectiveness, agreeing and developing an organizational development plan, exploration and possible resolution of difficult and obstructive relationships between colleagues
A preparatory, confidential individual coaching session with each participants allows time for individual reflection about preferred professional behaviours and the collective setting of short and long term goals/ outcomes for the team, prior to the team coaching
Case study:
A primary healthcare team was experiencing fallout from the constant changes and pressures of front-line practice, which had highlighted and exacerbated pre-existing tensions. After identifying some difficult and obstructive relationships between colleagues, they contacted CoachDoc to help resolve the issues.
The coach first met with each individual team member separately, and then with the whole group together. She encouraged them to understand how each other were working together and individually in order to develop ways of improving their communication. This resulted in an improved collective understanding of each team member’s contribution, and a more effective, efficient and enjoyable working environment for all.