Frequently Asked Questions

How will your services help me run my business?
Our services will:

  • Help increase the capacity of individuals and teams to stimulate self-directed, constructive and lasting change
  • Inspire staff to identify and integrate their passions and values with organisational goals and strategic directionand s
  • Identify and work through restrictions or constraints that prevent staff from achieving their goals and objectives
  • Encourage open discussion and problem solving skills
  • Improve retention, productivity and morale
  • Minimise the risk of personal grievances and legal claims stemming from changes in Health and Safety legislation
  • Positively contribute to the health and well-being of your business

How will your services help my staff?
Our services will help your staff by providing them with:

  • Increased skills and resilience to cope with change and transitions
  • Proactive, solutions focused strategies to eliminate unhealthy work/life stressors
  • Improved job satisfaction and security through the knowledge they have planned their futures
  • The ability to make an objective and independent assessment of their skills and performance
  • Greater self-awareness and clarity of their strengths, weaknesses and development needs
  • An enhanced ability to take responsibility for managing their careers within the organisation and to communicate their career and development needs to their managers
  • Build confidence, self-esteem and redirect their energies positively
  • Resolve work problems, including role conflict, inter-personal conflict and occupational stress, so that job satisfaction and performance is increased

How will your programme help managers?
Our programmes help managers to:

  • Adopt a more collaborative, partnership approach to performance management and competency assessment
  • Understand the work/life needs and aspirations of their direct reports
  • Talk with their employees about performance and development issues
  • Increase the capacity for employee-directed changes in attitudes and behaviour
  • Ensure training and development activities are better targeted
  • Improve succession planning – knowing the direction of inclination is essential to maximise “fit”
  • Better understand and harness the psychology of work motivation, job satisfaction and productivity

How will your programme help our organisation?
Our programmes help organisations to:

  • Integrate HR systems, such as reward, remuneration, performance management and succession planning, with the career aspirations of employees
  • Increase operational and financial performance by reducing costs associated with attracting, retaining and performance managing employees
  • Ensure more targeted spend on training and development
  • Receive feedback about employee development needs
  • Raise the profile of the organisation as an employer of choice
  • Positively impact on job satisfaction, productivity, commitment
  • Provide support to managers in the management and leadership of their direct reports
  • Positively contribute to the health and well-being of the organisation
  • Meet employees’ and organisations development needs
  • Focus on core business while providing tangible evidence of partnering in the developmental needs of your people

How does life coaching differ from counselling?
Coaching is present centred. Coaching is not about how you came to be who you are; it is about helping individuals get from where they are now to a specific point in the future. Counselling tends to be more problem focused, whereas coaching has a more solutions focussed approach from the outset. It is 100% focused on helping individuals to achieve their goals as quickly and easily as possible. Some clients may present much deeper issues and would benefit best from working with a counsellor. At the same time however, there are similarities between coaching and counselling and the process works similarly as both work one-to-one over a period of time. The skills are also similar, as both require empathy, a cleint centred approach, advanced questioning, listening and other communications skills. However, to practise as a counsellor individuals need a tertiary qualification in counselling.

Is career coaching like life coaching?
While career coaches tend to focus more narrowly on career specific issues, there are many similarities with the skills required of a life coach. Many clients who are seeking help with their work also report having low self-esteem, feelings of low confidence, relationship and financial issues. The core coaching skills and training which forms the basis of our programmes are transferable across both career and life contexts. A good career coach is often a great life coach, but it is harder for a good life coach to be a good career coach without more specific training and focus in careers. Many of our coaches are experts in both which allows us to help your employees moe effectively.

Why does coaching work?
Coaching works for a number of reasons. As you have probably discovered yourself, creating goals is the easy part … but sticking to them is harder! Being accountable to someone else can make a profound impact on how much we achieve. We are very often our own worst critics, so being encouraged to stay focused and do what matters most is a key ingredient to success. Sometimes we’re so deep in what we are doing that we lose perspective.

Having an unbiased, objective, observer on the ‘side-lines’, giving honest and open feedback, can really help individuals to see the bigger picture. It is therefore a combination of a number of different roles, which makes coaching work. When coaching you will find that your work synthesises a number of different roles together. A mentor who helps set bigger goals … A manager to break down the goals into smaller chunks … A personal trainer to keep up motivation and ensure constant movement towards the goals and a sports coach to provide specific feedback to your employees that will help them improve their performance.