FAQ

• Time management
• Confidence
• Assertiveness
• Goal-setting
• Business strategy
• Mental well-being
• Relationship management
• Work-life balance
• Burnout and stress management

• Conflict management
• Delegation
• Team motivation
• Employee well-being
• Trusting your team
• Perfectionism
• Career transition
• Unhappiness at work
• Learning to say no

We offer two distinct coaching packages:

• Individual coaching
• Organisational employee coaching.

Individual coaching

This process can be an important way for you to reach your potential. Our personal coaching packages comprise of six or 12 sessions every alternate week. Once-off coaching sessions are available by special request. Coaching sessions are tailored to accommodate your schedule and location, and we offer a combination of in-person or online coaching.

Organisational employee coaching

Coaching is a valuable resource in the complex hybrid workplace, and is suitable for newly appointed leaders, seasoned leaders. or supporting employees who are going through a difficult time at work. Previously, coaching was ear-marked for senior leaders or high-performing employees, but this has changed and is now aimed at every employee who wishes to invest in their growth and development. Organisational employee coaching is a triad in which the leader, employee, and coach agree upfront on the confidentiality, responsibilities of each party, logistics, coaching topics, measures of success, and timeframe. Carrying out assessments is an optional extra, but it’s recommended because it often provides valuable insight and a starting point from which to work. A halfway check-in is always done with all parties, and a final report is provided by the coach at the end of the coaching programme. The organisational employee coaching packages start at 12 sessions running over six months with a meeting every two weeks. Coaching sessions are tailored to accommodate the employee’s schedule and location, and we offer a combination of in-person or online coaching.

The coaching process always follows a similar method. At first, there will be a 90-minute discovery session where the coach and client spend time exploring what the overarching coaching objective is, identifying areas in which the client wants to grow, and creating clear measures of progress. It will be  agreed on whether it’s necessary to set a halfway checkpoint, and when that will be. After the first session, each subsequent one will go through the following seven coaching stages.

1. Connect and receive feedback from the previous coaching session.
2. Set the coaching topic for the current session.
3. Identify what you want to have obtained by the end of the session.
4. Explore what makes the current topic important for you. Obtain clarity on your thoughts, assumptions, and ideas.
5. Create possibilities or alternative ways of viewing the situation.
6. Design actions and an accountability framework.
7. Recap on learning or discoveries made in the session.

Therapy is a remedial modality which supports people to overcome emotional trauma. The focus is usually on exploring past psychological reactive behaviours, and providing coping mechanisms and solutions to the underlying emotional trauma. Therapists help to diagnose issues, and advice is often given on how to heal mental health challenges.

Counselling is often referred to as “talk therapy” in which the client discusses challenges and problems they are experiencing in their life. It’s helpful when individuals need to gain clarity on a problem and obtain a different perspective on behaving or thinking. The client is an active participant in the sessions, and with the assistance of a professional counsellor establishes the desired outcome.

A psychologist is consulted when a person intensely struggles to manage their emotions. These emotions could range from anger to depression, anxiety, or overwhelm. Their emotional state is negatively impacting their personal life, their work, and their relationships.

Coaching is a proactive, forward-focused process which aims to make a person aware of patterns and behaviours, and progressively solve them before they come up. The client chooses what they’re willing to explore, reflect on, and work through. Coaches don’t diagnose, advise, or prescribe anything, because the principle of coaching is that the client is the master of his or her own life, and is fully capable of generating their own solutions.

The fundamental difference between coaching and mentoring is that a mentor is a wise and trusted advisor who shares advice and guidance. They’ve gone through the challenges the person is facing, and are willing to impart their knowledge, skills, and experience. On the other hand, a coach lets the client find the authentic solutions for themselves, which will automatically inspire and motivate the transformation to change.

Coaching is a new-age profession, and as such, there’s limited research on the tangible measurements of its effectiveness. Putting a price on behavioural change and attitude is never easy. However, ask the reverse question: “What’s the price of staying stagnant and not growing?” All we can share is that if a person proactively engages in coaching, they will without a doubt reap the rewards of personal development and will grow to a level they previously would have thought not possible. The journey is challenging and adventurous, but rewarding for the client’s personal and professional life.

Five things explain what coaching is not, so as to remove any misunderstandings or expectations of what isn’t included in the coaching process.

1. Coaching is not meant to create any co-dependence. The aim is to help grow and support a person so that after the coaching is complete, they are empowered to go their own way.
2. Coaching does not dwell in the past, nor does it aim to analyse or fix past life events. Coaching has a future orientation, and respects that engaging in healing past events is for other qualified professionals.
3. Coaching does not seek to give advice or diagnose problems. Everyone is the expert of their life, and has the knowledge and understanding of their current situation. Everyone is capable and competent to find solutions to their own challenges.
4. Coaching sessions are not training sessions where skills or competencies are transferred. In a coaching session, the client sets the agenda, the topic to be discussed, and the desired outcome.
5. Coaching is not prescriptive, so the coach won’t tell the client what to do. In every session the client chooses what they are willing to explore, reflect, and experiment with.

Creating new habits and shifting our mindset takes time, practice, and repetition. A good place to start is to engage in six sessions running over three months. After that, one can end the coaching or extend it for another three months. We offer three, six, and nine-month coaching programmes that vary in price, and are payable at the beginning of every month.

In principle, yes, the client can stop a coaching programme at any time. But we advise the client to discuss any concerns they have about the success of the coaching with their coach before deciding to end the coaching.

Coaching is for everyone who is ready to invest in themselves and create positive change in their lives. It doesn’t matter what the client’s current work title or responsibility is; if they feel ready to grow, develop and want to self-actualise to a higher level, then coaching is for them.

The birth of coaching goes back to the 1850s where tutors helped university students prepare for exams. It then deviated and became popular in the sporting world where teams and professional athletes used a coach to help maximise their potential. Only in the 1950s did coaching slowly make a breakthrough in business management literature. By the 1980s, coaching became recognised as a conventional profession, and since then has made its way into leadership programmes, career development, personal growth, and guiding human prosperity.