Coaching

Combination of e-learning and face-to-face interventions

Our coaching model and processes have been developed in close collaboration with leading executive coaches, utilising the latest research in behavioral science.
This enables CoachPlatform to offer an expert designed, proven coaching process underpinned by the latest technology to augment and reinforce other learning and development initiatives in place in your organisation. Recent and valid interventions that effect a positive behavior change in coachees and transfer this development to your organisation, ensuring a ROI. (see Beattie, Kim & Hagen, 2014)

Guide for inspiring leadership

Our coaching experience is tailored to each employee we work with. It’s a personalised process which focusses on the coachee’s goals, strengths and resources they have and their possibility for growth. We take a positive developmental approach in that we support and challenge employees to aspire and believe they can make changes for the better and achieve their goals.

Initial Goals

Based on the GROW model (Whitmore, 2009) or similar, the early coaching sessions cover exploring the employee’s individual goals, the reality of where they currently are, their potential and possibilities based on their strengths and resources and the different strategies and tactics they might employ to attain these goals. Draft goals may be cross-checked with the coachee’s manager, if appropriate.  The role of the manager in the coaching program can be a key asset – they play a key role in validating the person’s goals, committing to support the individual’s experiments on the job, to give more regular and specific feedback on key aspects of behaviour being worked on, etc. It is way more successful if the manager is a co-contributor, not a bystander.

Tracking Your Growth

Following initial goal planning and consultation, the coachee begins their series of regular one-on-one sessions with their coach. Within these coaching sessions, monitoring of goal progress will occur, celebrating milestones and achievements, as well as discussing current challenges being faced. Furthermore, to further solidify the learning and development which has occurred from the coaching sessions, our coaches will recommend activities to further develop skills and strengthen these behaviours. 

Reflective Practice

Coachees are strongly encouraged to engage in regular reflective practice, as this is a proven technique for maximising learning and consolidating coaching impact. If reflection isn’t a natural part of the way the coachee operates then they will be supported in this by their coach. To aid the coachee in their ongoing reflections on their behaviours, impacts, influences and outcomes, the CoachPlatform will also capture relevant data. Through the use of analyses and statistics which monitor the overall development of the coachee, collaborative review sessions will occur between the coach and coachee to fully discuss and monitor the progress being made. 

Integrated Approach

Our integrated executive coaching approach, driven by key scientific evidence, provides a successful foundation for the development of both positive individual leadership and organisational success. Individual growth has flow on effects to performance, productivity, and the creation or reinforcement of more positive work environments.

Gain Personal Insights and Growth 

Confidence 
•  Explore how you can best work to your strengths. Overcome work-related anxieties and develop positive and effective leadership skills 

Self-awareness 
•  Understand more deeply how and why you work as you do. Feel more fulfilled and grounded, and better equipped to handle pressures and emotional challenges 

Support 
•  Enjoy a safe, supportive and encouraging environment where you can openly discuss how you are going, and make tangible changes that increase your work and life satisfaction

Become a Better Leader

Nurture 
•  Inspire your team to adapt and evolve, leveraging your flexible goal setting and motivational skills from coaching

Connect 
•  Develop meaningful connections with your team through enhanced workplace wellbeing and interpersonal relationships, contributing to a more positive organisational climate.

Inspire 
•  Encourage others to develop core skills required for satisfaction and productivity at the work and to work towards achieving their own aspirations

What the research says Our Focus areas

Our coaching framework allows coaches and clients to collaboratively focus on setting goals, mastering new skill sets and overcoming challenges. Our approach is agile enough to flex if goals morph or need revision as the coaching progresses, and the technology easily accommodates this. CoachPlatform is built based on the psychology of learning, the efficiency of technology automation and the expertise of experienced organisational coaches. 

Personal Growth

Self-efficacy

•  The formation of a strong connection between the coach and coachee leads to the development of increasing levels of self-efficacy (see Wasylyshyn, 2003)

•  The processes of rapport, trust and commitment between coach and coachee positively predicate coaching outcomes (see Wasylyshyn, 2003) 

•  Communication with an experienced coach provides significant benefits in producing behaviour changes in the workplace (see Passmore & Fillery-Travis, 2011) 

Awareness

•  Trusting your coach and committing to your agreed upon goals predicts coaching outcomes (see Wasylyshyn, 2003) 

•  Utilising a coachee’s motivation to learn as a critical factor to enhance learning effectiveness (see Reynolds, Caley & Mason, 2002) 

•  Appreciating and bringing an awareness to the understanding that organisational culture and the relationship with your coach is a significant factor in successful outcomes (see Passmore & Fillery-Travis, 2011) 

Orientation

•  A coaching process benefits from the inclusion of a feedback experience(see Feldman & Lankau, 2005) 

•  Coachee coachee ownership over the coaching process is a proven component for success (see Sztucinksi 2001) 

•  A coachee that is committed to progressive development will gain a level of control and direction to create their own goals (see Sztucinksi 2001) 

Leadership Development

Achievement

Leaders who have undergone coaching are better equipped to lead their team to performance success. Teams led by individuals who have completed coaching are more likely to perform and create products that meet or exceed client and stakeholder expectations (see Peters & Carr, 2013). Inspiring leaders and their teams do this through: 
•  Goal-attainment: coaching enhances goal attainment, allowing employees to achieve at a higher level and faster pace. 

•  Solution-focussed thinking: coaching has been shown to increase levels of solution-focussed thinking in leaders, a skill that is paramount in times of challenge or change. 

•  Role-clarity: individual who have received coaching have a higher degree of role-clarity than those who have not, meaning that these leaders are better equipped to communicate and inspire team members with an understanding of purpose, vision, and individual roles (see Kalkavan & Katrinli, 2014). 

Collaboration & Teamwork

A major aspect of effective leadership is the ability to lead and maintain a team that works well together. To do this, leaders must be equipped with the ability to delegate work, trust in colleagues, and give responsibility to team members. This allows teams to work at the highest level of performance: 

•  Delegation requires a framework of trust and empowerment with team members to work independently and achieve high-quality outputs

•  Collaborative work and communication: The team’s aptitude to work together interdependently

•  Behavioural change: Enhancing leadership success, building the foundations from stronger interpersonal relationships and connections with their team 

Connection

By becoming an effective leader, team development is able to occur through effective communication and collaborative learning. Leadership coaching has been found to increase overall communication and overall team performance.

•  Feedback: The team providing feedback about whether their team experience was seen as positively contributing to individual team member learning and development. 

•  Trust: Effective listening skills and transparency provides team members with the trust and respect required for collaborative learning 

•  Growth: Positive perceptions of the effective leader encourages a positive growth mindset, leading to improved performance and wellbeing for both the leader and their team members 

Discover how CoachPlatform can
help shape the leaders of your organisation

Contact us on +61 (3) 9670 0590, or email us (info@psychpress.com.au) or
 click below for a demo of the product.