Coaching

Coaching assignments vary considerably and the approach and coaching activities we use will be dependent upon the needs of the individual. It will also determine which of our Greenbank Coaches is best suited to work with the individual- based on their experience, style and specific skills.

However, there are some important principles that we always adopt and a coaching protocol upon which we base our work.

Clear Roles & Confidentiality:
We place great emphasis on the initial contracting of any assignment so that we clearly identify our client, their expectations of the Coach as well as the organisational expectations. An effective Coach needs to establish an open and trusting relationship with the Coachee and this can only be achieved with a clear contract of confidentiality. Feedback to the business will come from the Coachee rather than the Coach.

Coaching to Achieve Independence:
Our approach aims to generate independent thinking, problem solving and action rather than dependency on the coach. The use of the GROW approach to coaching helps us to ensure ownership of the process by the Coachee.

Support & Challenge:
We aim to provide a high level of support in terms of listening and encouragement combined with the necessary level of challenge to question current thinking and behaviour.

The Coaching Process:
The process that we usually adopt includes the following steps:

• Entry - establishing the coaching contract and personal working relationship. Developing an understanding of the coaching needs
• Discovery - establishing specific coaching goals and identifying the gap between the current and desired future.
  During this stage a variety of tools may be used such as tailored 360° surveys, interviews, relevant questionnaires such as the Myers Briggs Type Indicator, FIRO-B, NEO-PRI etc…
• Coaching Action Plan - agreeing the steps needed to achieve the desired result, identifying where support will be needed.
  The plan may be supported with specific coaching, role rehearsal and feedback on progress.
• Closing the Coaching Assignment - review of progress and achievements. Identification of ongoing development and sources of support within the organisation.