Coaching

Leadership Coaching

Dedicated space for insight and growth

Emerging and Diverging Leaders within an organisation will always benefit from the support of an external Leadership Coach. In our experience most senior businessmen and women, reach a point in their career where they get the collywobbles from one or all of these 5 C’s:

• Being that certain age (and you’ll know what I mean if you are)
• Going through a cultural change (something that is being imposed on them)
• Having a crisis of confidence (and not feeling confident about their role as a leader)
• Being unsure of how to have challenging conversations with colleagues or peers
• Looking for a change, but not sure what change really looks like

Having coached many Emerging and Diverging business leaders over the past decade, we know they often share that feeling of being lonely at the top, having to put on a brave face, mask their low confidence and sense of certainty, something that many leaders face at some point in their career.

Coaching helps leaders to start to reconnect with what made them proud and passionate about being that business leader and reconnect with what their inner strengths and expertise they have to offer.

Contact us today to ask us any burning questions about coaching, or feeling ready, book your free one-hour sample session and begin to reconnect and realign yourself as a leader, to not only thrive but to shine and inspire the next generation of leaders.

Team Coaching

Collaborative focus, learning and improved performance

As budgets for organisations are shrinking, there is becoming a move towards making coaching ‘team-centric’ to help teams become more agile, effective, and engaged.

What is it?

Team coaching helps to facilitate a process that enables a team of people to experience collective learning together through honest discussions, reflections and shared personal and group focus and goals.

How does it work?

Pre-training for the group helps to upskill teams on listening and questioning skills as well as to collectively define their common learning.  This can be anything from half a day to 2 days, depending on the group.  Unlike an Action Learning Set, the function of Team Coaching is to focus on the group’s collective goal, performance and insightful learning in order to develop their skills and behaviours for the betterment of the organisation. Learning vs achieving goals gets to the heart of the team and helps develop lasting behaviours, beliefs and attitudes.

For best impact, sessions are typically between 90 minutes and 2 hours.  Team Coaching is facilitated by two coaches, providing maximum group support for the group.  The sessions may include 4 D Modelling, team diagnostics as well as group coaching.

Get in touch with us to find out more or book your free 15-minute chat with Kate Flory.

ACTION LEARNING (VIRTUAL AND ON-SITE)

Learning to listen, learn, and not give advice

Following a coach-approach, Action Learning utilises the skills of active listening, questioning, support, challenge, inspiration, reflection, and action; all within a safe and confidential space. It offers a process for people, groups, and organisations to resolve real issues and problems in real-time and to provide a system of accountability that supports action based learning.

What is Action Learning?

Whether run virtually or on-site, the Action Learning process develops leadership skills, decision-making, and creative problem-solving, and it helps to create trust and deepens relationships within the Set. In addition, it develops individuals on a personal and professional level by regular use of:

• Asking powerful and focused questions
• Developing creative and open-minded solutions
• Managing complex issues
• Sharing experiences and finding commonalities
• Bringing new perspectives and problem-solving solutions to a real situation

How does it work?

The Action Learning process typically has between 5 and 7 set members, but within the virtual arena, this is reduced to 5 or 6.

Each Action Learning Set (ALS) is made up of the facilitator (the external coach), the Set Members who in turn becomes the Issue Holder and experience how to find their personal solution through the insightful questions, observations, and reflections of the set. Depending on the group’s needs, supporting training is woven through the session to raise the level of listening, feedback, challenging and questioning abilities.

Action Learning Sets are run over 6 sessions every 3 to 5 weeks and can last 2.5 hours, to half or full days depending on whether run virtually or on-site. Some sets may choose to continue after the 6 sessions with or without the facilitator.

  ALS can be individually or team-focused.

Get in touch to find out more, or why not go deeper with coach-based skills with our Curious Conversations programme, helping managers have Curious, Challenging, Courageous, and Championing conversations at work. We’re always happy to chat – so book a 15-minute chat with Kate today.

Curious Conversations

4 coaching conversations in 3 days (live programme)
Plus, online E-learning support material

You don’t need to be a coach to have coaching conversations at work.  But you do need to learn coaching skills.

What is it?

Curious Conversations promises a head, heart and hand experience for managers to learn the core coaching skills and other techniques to have Curious, Challenging, Championing and Courageous Conversations in the context of everyday work.   Conversations that most managers have on a weekly basis, but don’t need a coaching qualification to have them.

How does it work?

Over 3 days of live training, managers will learn how to:

• improve their communication and relationship skills
• improve the job satisfaction of staff and themselves
• reduce conflict at work
• develop new self-management techniques when dealing with difficult people and situations
• use foundational coaching skills in a work context

This hybrid programme is delivered by two professionally Certified Co-Active Coaches, either as an open or in-house programme.  Before and after each of the training days, additional coaching skills material is made available to deepen and stretch the learning of participants.

84% of workers say that coaching should be part of every business’s management and development programme. (City and Guilds research Nov 2018)

As professional leadership coaches, coaching supervisors and trainers with decades of experience between us, we know that most managers are expected to take on the role of a coach, with little or no training and are invariably ill-prepared for the task. What they believe coaching is, or what they’ve experienced in the past, is a nicely framed instruction or a conversation based on someone else’s agenda. Not coaching at all.  Curious Conversations trains managers to not be coaches, but to have coach-like conversations at work.

Open programme dates:
We are currently not running any open programme in 2023.  Get in touch to find out when our next ones will be.

Or why not get in touch with Kate via email  to invite us to run Curious Conversations in-house,  We’re always happy to have a conversation, so why not book a 15-minute chat with Kate today.