Our Approach

In our Executive Coaching, we use a contextual coaching model that enables the coach to utilise different coaching methodologies dependant on the client and their circumstances.

The models that guide our practice fall around the following coaching philosophies: 

  • Humanistic – (a) the nature of the coaching relationship is essential, (b) the client is the source and director of change, (c) the client is whole and unique and (d) the coach is the facilitator of the client’s growth.
  • Behaviourally-Based – (a) the purpose of coaching is to change behaviour, (b) people are complex and multi-faceted, (c) clients live and work in a world of unpredictability, (d) the application of learnings at work and at home is more important than what happens in the coaching session and (e) genuine and authentic caring about and for client’s matters.
  • Positive Psychology – an explicitly positive psychology framework suggest that a language of strength and vision rather than weakness and pain be the firm foundation upon which coaching rests.
  • Global Scorecard (Rosinski) – devising measures of success across the internal (desires, feelings, beliefs, preferences, strengths and weaknesses; and external (self, family and friends, organisation, community and world).
  • Systems Intelligence – (a) our role as coach is to search for patterns, particularly in relationship between system elements, (b) systems are holistic and interdependent, leading to the notions of openness, transformation and entropy, (c) when a system is challenged, it will aim to protect itself to preserve stability, (d) human systems adapt in novel ways because they incorporate complex positive and negative (amplifying and balancing) feedback loops and feed-forward loops that impact on the emergence of behaviour and (e) systems contain attractors which exert forces that shape behaviour.

The seven themes that also guide our coaching are:

  • A specific outcome or goal that both parties work toward.
  • A rationale for how coaching fits the client’s needs/circumstances.
  • A procedure or set of steps that is consistent with the rationale.
  • A meaningful relationship between coach and client such that the client believes the coach is working in the client’s best interests.
  • A collaborative working alliance in which the coach’s explicit role is to expand the client’s development, performance, or skills.
  • The client’s ability and readiness to change and the extent to which the client is able and willing to change.
  • The coach’s ability and readiness to help the client’s change process

* Adapted from Strober, D.R. and Grant, A.M., (Eds), Evidence Based Coaching Handbook, John Wiley & Sons, Inc. 2006, New Jersey.

Typical challenges and areas of focus we support our clients with include:

  • Development of self-awareness
  • Strength Deployment Inventory (Assessment and profile)
  • Life Styles Inventory (LSI)
  • Belbin Team Roles (Assessment and profile)
  • High Performance Leadership
  • Adaptive leadership
  • Management vs Leadership
  • Client engagement skills and strategies
  • Communication skills (e.g. difficult conversations)
  • Time Management
  • Resilience and energy management
  • Feedback and Coaching Skills
  • Building high performance teams
  • How to delegate effectively
  • Decision Making
  • Planning and organisation
  • Change management
  • Managing conflict
  • Coaching and mentoring

Click on the links below for more information on Executive Coaching.

» Executive Coaching Overview

» Levels of Executive Coaching

» Who is Executive Coaching suitable for?

» Executive Coaching Benefits