EXECUTIVE & CAREER COACHING
realise true potential
The first recorded use of the term ‘coach’ was at Oxford University in the mid 1800’s. The practice of coaching has grown at an unprecedented rate over the past 10 years. A two year CIPD survey (2009/2011) titled the “Coaching Climate” reported, “we find this key learning and organisational intervention in good health”. Other surveys including the 2017 Employee Outlook Survey published by CIPD in Partnership with Halogen Software indicated that this is still the case, where more than 80% of the audience surveyed indicated that they had found coaching both useful and effective. Coaching really does help people to improve, develop, learn new skills, find personal success, achieve aims, manage change and overcome personal challenges. It is a way to empower people to realise their full potential within the organisational context. There are many definitions of coaching that support this statement.
Timothy Gallwey, an educationalist and tennis coach, who promoted the principle of the ‘inner game’ defines coaching as such:
“Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them.”
The renowned coach and author Julie Starr’s The Coaching Manual simple describes coaching as;
“An effective coaching conversation influences someone’s understanding, learning, behaviour and progress.”
work based coaching tends to fall into four main categories:
Supportive Management - Line manager (operating within the management reporting structure)
Business & Performance - Organisation setting - with/without sponsorship.
Executive - Behaviourally trained practitioners working with a distinctive methodology at the most senior level in an organisation.
Life Coaching - Supporting people to make significant changes in their lives such as values, visions and goals.
the coaching offered by CFA is a blend of executive/business, performance and career navigation (coaching)
benefits that an organisation may gain from supporting a coaching engagement include;
- Increased commitment and satisfaction
- Improved performance and retention
- An ability to handle change
- Effective management of workplace interactions
- Improved skills and development
- Ownership of problems
- Motivated people
- Realisation of capability and potential
benefits experienced by those receiving coaching ("the coachee") may include;
- Improved skills and performance
- Problem solving to which they are committed and accountable
- Identification of personal development areas and an action plan to meet their needs
- Reduced stress levels
- Developing adaptability and resilience in the face of major change
- Greater self-awareness
- Acquisition of new skills and abilities
- Positive interpersonal relationships
- Increased confidence
To learn more about this feel free to call us to arrange a 'no obligation' meeting or telephone call. Contact Us