What Does a Coach Do?

WHAT DOES A COACH DO?

A coach is focused on enabling greater levels of individual and organisational performance. They act as a sounding board; challenge thinking; stimulate creativity; provide tools and techniques for dealing with situations; assist in skill building, give encouragement and build confidence.

The coach has unconditional positive regard for the participant. Together with good personal chemistry, this builds a working partnership based on mutual respect and trust.

WHY COACHING? 

Coaching supports participants to develop their potential and apply it productively. Experience shows that coaching participants approach transitions and bigger challenges with more confidence and skill and therefore achieve better results for their organisations and for themselves. Coaching is an effective way to embed and reinforce change initiatives and to foster strong, proactive leadership in change situations. Coaching is an investment in the individual's own capability, along with lifting the capability of the organisation. With well aligned objectives, coaching achieves tangible and sustainable results.

OUR APPROACH

 Coaching is geared to the needs of leaders in organisations.

CHEMISTRY: Successful assignments require “chemistry” and trust between the coach and the participant. This is primarily assessed via an informal “chemistry meeting” where the coach and the participant share information about themselves, their expectations and the process. Following this meeting both parties decide whether to commit to working together. It requires the agreement of both parties to proceed.

ENGAGEMENT: Participants commit to coaching for an initial period, usually six or twelve months. Most coaching is conducted face-to-face, supplemented by phone and email contact as required. At Praesta, we don’t limit the frequency or length of meetings between the coach and their client. We aim to be flexible and responsive and we understand that busy executives do not always work to schedules.

OBJECTIVE SETTING: Coaching objectives are agreed at an early stage in each assignment. In many cases, the participant's organisation contributes to an initial briefing.

THREE WAY MEETINGS: The coach, participant and the participant’s manager / sponsor meet to clarify roles and objectives, share information, agree confidentiality and feedback guidelines.

• Coaching Sessions: Coaching agendas typically include:

• developing a constructive leadership style;

• meeting short term goals;

• achieving longer term aspirations;

• rising to daily challenges;

• effectively preparing and transitioning to new roles, organisations and cultures;

• generating tomorrow's strategic opportunity;

• managing time in and out of work;

• achieving greater performance in the current job;

• sparking turnaround, creativity and innovation

• developing ability to influence and a strong leadership presence.

Achievement is reviewed periodically throughout the assignment. Every participant has different needs and programs are tailored accordingly. Sometimes we recommend that a participant gets additional data to inform the coaching program, such as feedback from colleagues or psychometric profiles. We obtain this information through various methods including formal or informal 360 degree processes, team interviews, shadowing and Board feedback.

OUR STYLE & FRAMEWORKS: Praesta coaches draw from a range of tools and frameworks to assist development. These include solution focus psychology, positive psychology, organisational strategy, organisational dynamics, change management, high performing teams, systemic thinking and leadership.

QUALITY & PROFESSIONALISM: To ensure quality, professionalism and ethical standards, all Praesta coaches undertake professional external supervision, as would a psychologist, counselor or psychotherapist. We supplement our professional development with peer supervision and participation in Praesta International master classes and development events.

CONFIDENTIALITY: Discussions between the participant and the coach are entirely confidential. When appropriate we recommend that a participant shares aspects of their development work with their manager or colleagues in order to gather feedback. This step is entirely at the client's choice - their data is totally secure.

CLOSE OUT MEETING: At completion of the coaching assignment there will be a close out, or review meeting with the sponsor, the participant and the coach. The purpose of this meeting is to review progress against objectives and plan for next step, including how to sustain progress.

REVIEW AND FEEDBACK: On completion of the formal program, an independent supervisor of the coach will contact the participant to gather feedback about the effectiveness of the coaching program. This information will be used in the Praesta Quality Management process and for the coach’s ongoing development.

WHAT TO EXPECT FROM PRAESTA

• Selection of a Coach to best meet needs
• Real, authentic conversations for change
• Robust, tailored processes delivering clear personal and business outcomes
• Solution focused approach
• Engagement of key stakeholders
• Flexibility in delivery and engagement
• Confidentiality
• Quality Assurance
• Accredited Coaches
• Global network
• Thought Leadership