SCIENCE OF COACHING
Being fully present for our coaching clients is fundamental to our work. The ancient practice of mindfulness teaches us how to be fully present in the moment. Learn how the confluence of this ancient wisdom and contemporary neuroscience can inform your coaching practice for enhanced coaching outcomes.
Exploring the elements of client coachability can improve a coach’s potential to promote change for a client. This in-depth look into how and why human behavior changes may bring profound insights and techniques a coach can immediately apply with clients.
Just as coaches are outside observers of client behavior and understanding, coaches can benefit greatly from supervision. A coaching supervisor can provide deep insights into specific coaching problems, an observation of coaching perspectives and providing an awareness of blind spots—assisting a coach in taking their practice to a whole new level.
Soft Source has developed human capital development solutions tailored to particular organizational needs at corporate, state and federal level through custom designed executive coaching and leadership training in a team or individual settings.
We assist our clients to develop high performance teams by introducing coaching by ICF certified coaching professionals employing well recognized and established techniques to improve human performance, develop leadership, organizational development, behavioral assessments, administer and deliver 360 feedback.
As each coaching project is executed, the project team must be aware of its current state, the performance gaps, i.e. the technical or behavioral challenges which must be overcome for successful completion of the project. Our performance management or gap closing approach ensures that clients understand the performance gaps between their employee’s current output and the output required to meet the organization’s critical mission and goals; while recognizing the impact of internal and external factors which affect productivity.
Many of the world’s most admired corporations, from GE to Goldman Sachs, invest in coaching. Annual spending on coaching in the United States is estimated at roughly $1 billion. The growing popularity of executive coaching is a response to compelling needs. Many of the new business practices that so greatly improved productivity in recent decades, developing more fruitful ways for businesses and executives to work together has become a priority and a new source of economic value.
Why Executive Coaching Works ?
Executive Coaching engages with people in customized ways that acknowledge and honor their individuality. It helps people know themselves better, live more consciously, and contribute more richly. Executive coaching is to help the people being coached—produce business results for their employers. Most executive coaching is intellectually indebted to a small number of disciplines, including consulting, management, organizational development, and psychology.
Working the Triangle
Coaching creates a triangular relationship between the coach who provides the service, the coachee who receives the coaching, and the client that sponsors the programs. Our executive coaching consists of one-on-one and team interventions between coach and senior executives. Such coaching is fundamentally a business proposition and its purpose is to produce learning, behavioral changes, and leadership development in the coachee for the economic benefit of third party, the client that employs the coachee.
Our training and performance management consulting practice has helped both public and private sector customers to optimize their operational resources. Along with having proper knowledge, skills and training; human performance is influenced by many factors including: behavioral traits, motivation, feedback, accountability, rewards and incentives, culture, and management and leadership; all factors must operate in concert with an employee’s knowledge and skills to yield the desired functional performance. Our consulting practice is segmented into five service products:
- Executive Coaching
- Team Coaching
- 360 Feedback
- Action Learning
- Leadership Development
Team / group coaching consists on facilitated teamwork sessions, and will be based on principles of action based learning (Leonard and Marquardt, 2010). Action learning is an approach to solving real time problems that involves taking action and reflecting upon the results. The learning that results helps improve the problem-solving process as well as the solutions the team develops. Where a group of executives face similar challenges and an organization wants a solution, a group of four to six executives can undergo Team coaching, it is less intensive as compared to one-on-one coaching, yet it has found to be extremely useful in raising executives’ awareness about key issues facing them. It also has the added advantage of creative synergy and team bonding while tackling issues from professional and personal spheres of participating executives. Further, the organization may choose to take some executives through full one-on-one coaching programs to get full benefit from this developmental.
At the most basic level, coach serves as suppliers of candor, providing individual leaders with the objective feedback needed to nourish their growth. The data often come from 360-degree surveys of the people who work most closely with a given individual—a boss, peers, and direct reports. Well-constructed 360s can identify particular behaviors with great precision and link them to corporate goals, values, and leadership models. By aggregating subjective judgments and making them anonymous, 360s generate statistical data with a helpful patina of objectivity and legitimacy. While the judgments are not always fair, they represent actual perceptions. For that reason, 360s can provide priceless insight into the subject’s interpersonal environment.
The action learning process solutions address:
-A real problem that is important, critical, and usually complex;
-Diverse problem-solving team;
-Process that promotes curiosity, inquiry, and reflection;
-Requirement that talk be converted into action and, ultimately, a solution;
A Commitment To Learning
Actions learning coaching sessions allow intact teams (i.e. teams which routinely work together) or organizational workgroups that experience periodic contact to question and discuss approaches to complex challenges. These facilitated discussions will increase participants’ awareness to the perspectives of their team members, coach them through the process of allowing diversity of thought while remaining focused on the mission.
Along with action based learning, we will use aspects of Teamwork theory (i.e. Lencioni, 2002) as scaffolding for the delivery of these sessions. Our method will allow participants to recognize the common pitfalls that disrupt the development of productive work environment, and how organizational competences can alleviate potential challenges. We will uncover five common causes for dysfunctional teams, how to resolve them.
At the end of these sessions, participant will understand the dynamics of developing and sustaining cooperative working relationships within the organization and with customer groups. Our ultimate mission is to help individuals/organizations realize significant transformational results, while specifically focusing on skills building and learning integration. We are systematically focused on four (4) predictive indicators as a foundational roadmap for success and detailed approach of measuring levels of organization commitment and personal accountability.
Senior leaders are regularly confronted with dilemmas they need to resolve, problems they need to solve and difficult decisions they must make. The coach enhances client’s awareness about the true nature of a dilemma, stare at it objectively with a belief that it can be resolved. The coach instills new insights and trust in client’s skills and ability. As in most coaching situations, the client, being the expert in his / her situations, comes up with the solutions, plans strategies and undertakes required actions to move forward. The coach runs alongside, giving candid feedback, acknowledging client’s efforts and celebrating wins.
Soft Source has highly respected coaches with certifications from ICF, CCL and WIAL in different Geographic locations and have extensive experience of working with federal state and commercial organizations. To review Coaches profiles.
THE MBTI TOOL: DISCOVER YOUR PERSONALITY TYPE
The MBTI (Myers-Briggs Type Indicator) is the best known and most widely used personality tool in the world. Based on personality types – there are 16 – it constitutes a solid, reliable basis for personal development. An MBTI profile highlights the way in which an individual perceives the world and interacts with it, providing a summary of his or her motivations and the motivation of others. This forms a solid basis for personal development and evolution, giving way to better individual efficiency.
- Decision making
- Leadership development
- Professional orientation
- Change management
- Stress management
- Conflict management
- Team development
- Professional evolution
To learn more about the MBTI assessment or to schedule your personal MBTI assessment, please contact Simon Jones at Simon.email@example.com