Kapow Coaching offers intuitive, supportive and positive coaching for individuals and teams for discovery and action with our team of professional, qualified Co-Active Coaches.
– empowering Inner coaching
Whether you call it business, executive, leadership or simply coaching – creating dedicated time to reflect and commit to pro-active action helps to facilitate changes in behaviour, attitudes and positive mental attitudes for both groups and individuals. Inner Coaching supports clients to tap into their motivations, triggers, values and innate strengths and aspirations in order to feel more confident, committed, in control and better equipped to face life’s challenges.
With my team of Co-Active certified professional coaches, we offer Leadership Coaching, Team Coaching, Action Learning as well Curious Conversations training – giving you dedicated time for positive transformation using reflective practices as well as pro-active action.
Coaching is at the heart of what we do and our coaching style puts you – our client – at the heart of your personal and professional journey.
Ask us for a FREE sample coaching session today.
“Wonderful, amazing soul searching, the best activity I have undertaken in some time. Kate is so intuitive and has such a quality when supporting clients to problem solve and explore their own thoughts. I loved every minute of it!” Strategic Lead and Chair
“The coaching session has helped me learn greatly about my inner self and not to be so hard on myself or play down the qualities that make me. Greatly improved my problem-solving and decision-making by drawing up a wheel/pie chart that has made my decisions more thoughtful, thorough and of less knee-jerk type. My self-confidence has also definitely benefitted directly from the coaching sessions.” Pre-Construction Director
“It builds confidence in dealing with challening areas of your work, embeds a useful skillset through a stgructured process and gives you the opportunity to build new connections and relationships with line minded individuals. Having the opportunity to discuss organisation/personal challenge and to work together to resolve those issues as a group and generate ideas around issues/challenges.” Chief Officer
“I Looked forward to our sessions and with Kate’s guidance I have opened my mind to various areas and situations and I am now taking a different path to what I did previously, this has been of great benefit to me, I found Kate to be open, trusting and inspirational.” Regional Director
“I recently took part in 2 coaching sessions with Kate where were of great help, especially under the current climate and so much uncertainty. She digs into what you need to move forward and how to make this manageable and set realistic goals, targets. I would certainly work with Kate again and recommend her service to others.” Manager
“I found Kate was able to help explore ideas, thoughts and emotions in a way which was thought provoking allowing for solutions to be discussed. As a result of my sessions with Kate, I have learnt valuable coaching techniques which will help me to connect with people better, reflect and look for positives in frustrating situations and understand how emotions can affect people. I would have no doubt working with Kate in the future and would highly recommend her service.” Del Kaiser, Snr Operations Manager
“I have met with Gwynneth now on a couple of occasions thanks to YouthBorders Scotland – she always provides valuable insight and her coaching sessions always bring me fresh ideas and tools for the future. I hope we can speak again soon.” Alex Sinclaire, Manager
“With help from Scottish Government Supporting Communities Funding, we were able to engage Kate to run four Action Learning sets for Third Sector leaders from across the Scottish Borders. Kate worked with the groups as they grappled with the complexities of managing organisations and services at the height of the pandemic. These sets provided space for focussed peer support and learning at a time when many managers felt ‘at sea’ with an ever-changing landscape and many new demands. The work was invaluable and three of the sets have continued to meet and provide support informally.” Jenny Haines, Senior Community Development Officer, Berwickshire Association of Voluntary Services (Bavs)
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, I 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.
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.
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 and learning.
What is it?
Whether run virtually or on-site, Action Learning develops leadership skills, decision making, and creative problem solving it helps to create trust and deepen 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?
An Action Learning Set typically has between 5 and 7 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 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 half or full days depending on whether run virtually or on-site. Some sets may choose to continue after the 6 sessions.
ALS can be individually or team-focused.
Get in touch to find out more, or why not ask us about 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.
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
The programme is delivered by two professionally Certified Co-Active Coaches, either as an open or in-house programme.
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:
Watch this space for open programme dates for 2023!