Coaching

Anybody interested in improving organisational performance should be coaching as a matter of habit. Everybody interested in improving their personal performance should be receptive to coaching.  These two points look self evidently true, so why is so little coaching going on?

Because the most important contextual factor for coaching to flourish is a real understanding of the relationship dynamic between coach and coachee. There are some powerful enablers and inhibitors to an effective coaching relationship, when these are understood Total Coaching can really take root as an underpinning foundation to achieving higher performance.

Total Coaching™ Model

© Structured Training 2008

Another thing that defines effective coaching is clear terms of reference and a defined and disciplined use of terms. Performance coaching is different to Executive coaching, which is different to Life coaching, all of which are different to Mentoring. Many organisations and individuals use these terms interchangeably and also attempt all them in the same coaching session!

Structured Training’s approach coaching is just that, as a structured process containing a training element. It uses its proprietary framework Total Coaching™ to effectively link the organisational and relationship dynamics with the required skills and techniques. Done in this way coaching can embed into the organisation and become a ‘style norm’ for anyone in a position to performance coach. We also understand the strong link between effective coaching and the capturing/disseminating of best practice. You don’t have to be a manager to coach-in role model behaviours.

To see how Total Coaching™ can help your organisation please contact:

Claudine McClean
T: 01789 734300
E: claudinem@structuredtraining.com