Coaching for Orgnaisations.

“The impact a coach can have within an organization, can mean the difference between someone just showing up for work and working with purpose.”

Effectivness in motion

Motion compass

 

Coaching Steps to effectiveness.

To alter the effectiveness of an organization, this field is what must be addressed and transformed. At eliteCOMPASS Leadership, we have identified 7 major fields of personal, group, and organizational effectiveness (please note that we are not attempting to claim an absolute definition for any of these labels, as we know and respect that others use them in both similar and different ways):

  1. Ignorance and Hopelessness—Fundamental inability to see or work towards a positive future.
  2. hesitance and Fear—Belief that one must protect against almost certain loss, attack or disappointment.
  3. Frustration—Focus on fighting and jockeying for position against (not with) others; the feeling that the external world (both people and circumstances) must be resisted.
  4. Courage—Willingness to take a stand against previously held negative or disempowering beliefs and actions, trust in the possibility of a positive future (often despite current evidence that a positive future is not likely or predictable).
  5. Engagement—Desire to bring value, to be a contributor; basic enjoyment of the enterprise; focus on assets and strengths rather than limitations and detriments.
  6. Innovation—Ability to set aside ego, personal agendas, and perceived restrictions and explore possibilities from all angles; quest for, seek, and focus on the most effective solution to the problem or goal.
  7. Synchronicity and alignment —Working from a vantage point for true understanding that what is within creates what is outside; focus on creating a positive experience for all; the ability to see the gift and possibility in anything.

In each energetic field, certain behaviors are predictable while others are rare. The field drives the behavior and compels people to conform or leave. It’s common knowledge that ineffective organizations chew through talented people, who either become bitter or jaded like everyone else or simply quit. Here we discuss systems and processes and their role in allowing your elite performer to voice his voice, or simply just EXIT. (voice, exit and loyalty).  In addition, communication as well as what people hear is determined by the field. What a highly effective organization hears as helpful ideas, an organization in Frustration or Fear levels can hear as disloyalty.

The ultimate question will be, is coaching  for me/ for us?  and why? those lines may help you through.

Coaching is basically another tool in the management toolbox, but as with all other management skills such as recruitment, performance management, budgeting etc, it needs to be practiced. The general characteristics of coaching are:

  • It is an action centered approach where the individual decides what they want to focus upon or change. They are accountable for any actions taken (or not!)
  • It is very much focused on the future and provides an opportunity to hold objective and challenging conversations
  • It offers a mechanism for personal reflection and constructive feedback
  • It requires the commitment of the individual (and their line manager) in order to ensure changes stick.

Why do it?

At organizational level, the success of managers depends on the performance of their staff and there are many situations in the workplace where coaching can be used:

•To improve performance in the day to day job role
•To raise an individuals awareness of themselves and their capabilities
•To empower individuals take on more responsibilities
•To deal with an under-performance issue
•For career planning/personal development purposes
•To support traditional training interventions and help maintain good performance
•To reduce the cost of sending staff on external training (from both a cost and time perspective)
•To motivate the staff member
•To facilitate and support an organizational change
•To improve staff retention by providing tailored and focused development

Creative, Innovative, Collaborative, a lateral thinking approach.

innovative

Ask for price Quotation.

Special program in facilitating lateral thinking and foster creativity in your organization.

1 thought on “Coaching for Orgnaisations.”

  1. voice, exit and loyalilty

    Like

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