Coaching Packages

How can you determine if coaching is right for you?

To determine whether you or your company could benefit from coaching, start by summarizing what you would expect to accomplish in coaching. When an individual or business has a fairly clear idea of the desired outcome, a coaching partnership can be a useful tool for developing a strategy to achieve that outcome with greater ease.

Since coaching is a partnership, ask yourself whether collaboration, other viewpoints, and new perspectives are valued. Also, ask yourself whether you or your business is ready to devote the time and the energy to making real changes. If the answer is yes, then coaching may be a beneficial way to grow and develop.

LE Coaching packages

Case studies

Rather than tell you the benefits of coaching I thought I’d share a couple of stories of real life coaching sessions I have had.

* Names have been changed to ensure confidentiality

Case One

* Alice was a coaching client who was loyal, committed to her organisation and a hard worker. She enjoyed working in a team and valued the people she worked with. However she had a propensity to take on too much work because she didn’t like to say “no”.

As a result of this behaviour, her health was suffering and she wasn’t seeing enough of her family.

Through a process of completing an LSI profile and a values session she soon realised she was putting her job ahead of those things that were most important to her.

We discussed how she wanted the situation to change and, as a consequence, she eventually approached her Manager and said she wanted to work one fewer day per week. This request was granted and she was elated by the freedom and control she felt.

Before coaching Alice didn’t know there was another way. Coaching helped her see her situation in a different light and because of this she harnessed the courage to ask for what she wanted.

Case Two

* John was a very hard worker, ambitious, driven and highly motivated. He was really good at getting tasks done, but after completing a DiSC profile he realised his dominant nature was pushing people away. He genuinely cared about his team but expected the work to be done and didn’t tolerate time wasters. He was impatient and often found he would just do the work because it would get done well and fast.

We discussed how he wanted it to be. His response created quite a different picture to reality. While still keeping his drive, passion and work ethic in place, we discussed how he could get the team members on board to be accountable and take responsibility for their work without him having to check in all the time.

I also asked him how he liked to be managed, and how he would feel if he was being managed the way he managed his team. That was the clincher for him. He suddenly realised he actually “hated” being told what to do. This caused him to realise he should ask for input from his team members and TRUST that they would do the job.

The following week, he asked a couple of team members what they wanted from him and their response was they wanted him to leave them alone and let them get on with their job! This was huge for John and resulted in quite a transformation for his team. His peers and Managers all noticed the change in him and commented to both of us on the great work we were doing.   John did the work; I just helped him see the situation from a different perspective.

You see both people in these cases had really good intentions – it was the way their behaviour landed on the team members that caused the problem. We didn’t change their intention, we changed the way they thought about it, and ultimately changed the way they behaved which resulted in changed outcomes.