We beleive it is important to be able to adapt to our clients; therefore we use models that work with the individual's personality and beliefs. This is the secret of being a successful coach.

Some of our coaching models are:

 Appreciative Inquiry

We focus on the strengths, resources, competencies and opportunities, rather than the problem. It emphasises the individual’s ability to reflect on and solve the issues.
According to this approach, learning cannot occur in the absence of affirming and reinforcing the individual’s strengths and achievements. We guide and help the individual to accept, manage, reframe and resolve the paradoxes he or she confronts.

Reflective Coaching

This model assumes that the coaching partnership is about helping executives to reflect on their own issues rather than helping fix them. Executives frequently are expected to have all the answers.
Reflective coaching allows the executive to have an “I don’t know” mind and to reflect deeply on his or her situation without having to come up with an answer straight away.
We challenge the executive’s basic assumptions and frames of reference.

Observational coaching

this model involves self-monitoring or direct observation of the individual’s performance. Data can be gathered by 360- degree performance appraisals or surveys. This data is analysed in such a way as to nominate and clarify pertinent coaching issues. Strategies and action plans are constructed and put in place to achieve the goals and desired outcomes established in the data collection phrase.
Neuro linguistic Programming (NLP)

NLP is the study of what works in thinking, language and behaviour. It is used in coaching intervention in organisations to enhance learning abilities, set goals, improve relationships and manage thoughts and emotions more effectively.
The beliefs and values shape individual’s lives; however our ability to go for an outcome is radically affected by how they bring meaning and congruency to their model of the world.

Psychology

this model emphasises the importance of assessing the underlying dynamics surrounding certain behaviours, such as the executive’s tendency to over control or and individual’s difficulties relating to others.
This model explores unconscious motivation and searches for deep causes for presenting problems. It is important that within the coaching model to be able to recognize the difference between therapy and coaching. Our focus is on coaching and moving the person forward using basic psychological skills and insights.

The GROW Model – Goals – Reality – Options – Wrap Up

With this model, the coaching conversation always starts with goal setting. If the goal is not set early, coaching conversation tends to wander off track. The role of the coach is to help the individual to get clear and define SMART goals.
Developing clarity about the goal involves moving on and discussing the reality of the situation even revisiting and redefining the goal.

Outcome Orientated – GOALS – OBSTACLES – SOLUTIONS

coaching methodologies are outcome orientated rather than problem-orientated. They tend to be highly solution focused, promoting the development of new strategies for thinking and acting, as opposed to trying to resolve problems and past conflicts. Through exploring the obstacles or limiting beliefs the individual is more motivated to
change.

Leadership – Values Based Framework

The competing values framework has been found to have a high degree of congruence with well-known and well-accepted categorical schemes that organise the way people think, their values assumptions, and the ways they process information this framework is extremely useful in organisational effectiveness. This framework is useful for identifying the major approaches to organisational design, stages of life cycle development, organisational quality, theories of effectiveness, leadership roles and roles of human resource managers, and management skills.

Close All | Open All