Our Coaching Model

Congruence

Our process is underpinned by congruence. Recent qualitative research of the concept of congruence revealed five key themes: self-awareness, honesty, realness, authenticity, and clear communication. The coach works with the coachee to understand their values, beliefs and behaviour from their perspective. In doing this the coach engages fully with the person to truly understand their frame of reference so they can work most effectively with them in their world. The coach then engages with key stakeholders and line manager to understand strengths, growing edges for the individual and some specific feedback on how behaviour is manifested which is then shared with the coachee. The question we ask ourselves as coaches here is ‘have I truly met this person?’

model

Stage One – Clarity

Once the connection has been made and mutual understanding gained, the coach works with the coachee to establish the essence of the coaching. This is where feedback is consolidated into a measurable development plan and agreed with the sponsor in the organisation. Goals are set and agreed with accountability for follow-through resting with the coachee with guidance from the coach. The question we ask ourselves as coaches here is ‘are we clear on the behavioural change needed and have worked with the client on ways to get there?’

Stage Two – Commitment

This stage is very much around the client making a commitment to the actions agreed. We know from our wide coaching experience that the client may have a particular insight within the session and committing to act on this is vital to embed the insight into action. We also know that real change happens between the sessions which is why we set homework tasks so the client has an opportunity to practice the new skill/behaviour explored within the coaching session. We follow this up with a coaching review after each session where the coachee gives the coach feedback on their experience of the session and documents progress made in between the sessions. The question we ask ourselves as coaches here is ‘is the client demonstrating action in the areas we have agreed with him and the organisation?’

Stage Three – Consistency

This is a really important part of the coaching process as this is where we work with the client to embed the behaviour so the change is long lasting and therefore requires the individual to commit to what and how this looks. The question we ask ourselves as coaches here is ‘what is the client committing to in measurable terms that will ensure the behavioural change remains consistent?’

Along with our model, and process, we believe as coaches, that our own ongoing work is critical to the coaching process, so we have coaching supervision as well as focus on our professional development. We are accredited in the following diagnostic tools:

  • Human Synergistics Life Styles Inventory and Leadership Impact
  • MSCEIT – Emotional Intelligence
  • Lominger Suite of tools
  • Leadership Maturity Framework
  • Myers Briggs Type Indicator