My approach to coaching
As a corporate coach (rather than life coach), I focus on helping people to excel in work situations.
I know the day will come when clients say “thanks – I can go it alone now”. I also know they will come back to me when things change and they are faced with new challenges.
My work makes a difference to my clients, the people who work around them, and their families.
How I work with clients
In corporate coaching there are often three parties in the coaching relationship: the coach, the client, and the person who is paying the bill. My coaching contract, which is agreed by all three parties at outset, includes:
- Desired outcomes
- Contact time to be provided and whether face-to-face and/or by phone and e-mail
- Location for face to face work
- Support required from within the organisation
- What I expect of them and in return what they can expect from me
- Confidentiality (It is essential that the client can talk to their coach in the full confidence that what they discuss will not be reported back to their boss. I always recommend that the client should write a regular evaluation report for themselves and their boss to discuss.)
Adapting my coaching style
I find that coaching in the workplace ranges between a more directive approach that draws on the coach’s experiences and knowledge, to a more reflective approach. I seek to identify the best approach for that client at that time and to adapt my coaching style accordingly (or refer the client on if they need support that I cannot provide).
I introduce a range of tools and models into my coaching as appropriate to the needs of each client rather than slavishly following a prescribed formula approach.
Evaluating the impact
Evaluation is a challenging activity. I often use 360 degree feedback in addition to more results-based measures. Used at the outset of a coaching programme to establish the current reality, it can be used again at the end to help the client to evaluate the effectiveness of the programme.