Credits: Photgraphy by Amoghavira

Time to think, tailored to each customer:

helps people think outside the box  

....  but doesn't come out of one

What does coaching involve?

Everyone has individual circumstances, but working with a coach typically involves some or all of these:


having a safe place to offload                                     gaining fresh perspectives on your issues

developing the strengths you already have                     discovering and developing new strengths and skills

 gaining insight into yourself and people you work with           positive, confidential listening ... and challenge!


In practical terms, you can get the following:

  • timespan - a month to a year, as it suits you

  • format - face-to-face, with phone or Skype options

  • approach - explore a (usually) work issue, generate solutions, agree actions

  • ownership - shared between both parties, a collaborative alliance

  • ambiguity - seen as a challenge; a 'problem' doesn't always yield to quick solutions

  • outcomes - goal directed, positive, creative; aiming for independence, not dependence.


Choosing the 'right' coach for you is a matter of: 1 personal rapport and trust which builds over time; 2 your preferences about the kind of coach you want,  and 3 a coach with the appropriate skills and qualities. This site will help you guage ours. Sometimes the development potential for coaching can be higher when matched for difference, than when matched for similarity.


Key assets for doing good coaching as well as rapport, listening and questioning are: analytical skills, ability to understand your sector, and preferably a wide and deep knowledge about leadership.  


More detail? See How it works  and Coaching, mentoring ... or counselling? , and an influential article on success factors in coaching here.