Graham English Coaching

Coaching A Focus on Learning and Performance

Real learning – becoming able to do something you couldn’t do before – requires real experiences and reflection. NGT Learning - a self-directed, work-based process, leading to increased adaptive potential

“People don't resist change; they resist being changed” Peter Senge

Why Coaching?

Improved 360 ° and Leadership effectiveness (Smither, Thach) 92% of external coaching regarded as effective or very effective CIPD, 2005 ROI 5.7% - 221% 41% coachees promoted Vs 15% non-coached NHS Leadership Centre 2004 22.4% increase in productivity after training – 88% increase after coaching (Olivero 1997)

CIPD recommendations create a sense of purpose in the workplace; give employees the opportunity to act on their commitment; provide employees with a supportive learning environment.

Training to Learning CIPD 2005

Why Coaching?

Who has reflective time and reflective practice?

Whose work is properly and fully aligned to the Organisation Goals?

Delivery of Strategic Objectives – Devolved leadership – Empowered managers – Processing and converting organisation goals to

personal action

Who might benefit?

Managers and leaders With unrealised potential Requiring a more strategic perspective

making decisions based on the best interests of the organisation as a whole, Greater sensitivity to wider organisational concerns, and opportunities

Needing to develop new skills for a change in role Wishing to improve interpersonal skills Wishing to improve conflict management skills

individuals seeking or needing to develop the skills of negotiation and compromise.

Seeking to improve skills at developing others “I start with the premise that the function of leadership is to produce more leaders, not more followers” Ralph Nader

When might you use coaching?

Do any of these apply?

Requiring significant shifts in the behaviour and attitudes? Skills shortages?

Small or fast-growing business?

Support for future leaders or senior executives?

Looking to deliver long-term performance improvement?

Changes in job role?

Organisational change? Behaviour that could be changed in a short period?

Why use my style of coaching?

The value of self directed learning – linked to your goals

• Who knows best what is happening to them?

• Who lives with the results?

• ‘Stand in your own shoes’ • Most likely to achieve personal transformation

Skills Feedback

“Enabled me to focus properly & find what I was looking for” “Great questions” “Good empathy” “The session was amazing revelatory” School of Coaching for Training and Supervision MBTI Practitioner NHS Chief Executive ‘Turnaround’ Board level clients

Experience

‘A supportive learning environment’

Listening to support and to challenge

Coachee Trust?

Raising Awareness Enhancing Focus Enabling Choices for Action

Coach Trust Client “Awareness is curative” W Tim Gallwey

Johari ‘Awareness’ Window

Known Unknown

(By Self) Open Blind

Known

(By Others)

Unknown

Hidden Truly Unknown

My Values

a marriage of service experience with developmental change I can

support, channel and challenge

your leadership to ensure that it leads to results and action. telling people what to do, but by

helping them find new ways to

achieve. And, ensuring that changes are sustained – not just initiated. It’s all about how people work together to apply their skills.

Not

“Lasting change happens through developing and their enabling individuals to

apply relationships

their

knowledge

including

skills people

and to best effect –

supporting challenging

, and individuals in teams to become true

leaders

. I believe in the possibility of finding

real change in all circumstances ”

Graham English Consultancy offers a

focus

act on how

differently individuals

for can

better results