As a professional coach, I’m committed to a description posed by Dr Anthony Grant, the inaugural Director of the Coaching Psychology Unit at the University of Sydney. Coaching is a collaborative solution-focused, results-orientated systematic process in which the coach facilitates the enhancement of goal attainment, performance, self-directed learning and personal growth of other individuals.
One-on-one executive coaching
Developing management and leadership capabilities
Improving workplace performance and engagement
Supporting quick and effective transitions into new roles
Discerning career direction and then career planning and job crafting
Supporting positive workplace behaviour change
Increasing self-regulation, motivation, behaviour change and goal attainment
Managing change
I have coached senior executives and managers since 2008. I hold a Masters of Applied Science in Coaching Psychology from the University of Sydney, I’m a senior consultant with Melbourne University and the Queensland University of Technology and I hold certification from the Institute of Executive Coaching and Leadership (IECL) in Sydney.
I use a range of state of the art coaching approaches drawing on the fields of coaching psychology, leadership and management research, positive psychology and positive organisational scholarship, adult education and development and health sciences and neurobiology.
I establish safe and respectful relationships with my clients that are built around complete confidentiality. My clients acknowledge my professionalism, listening skills, and curiosity and my genuine interest in their situations. My analytical and diagnostic skills coupled with my tailored questions about their situations help them develop greater insight and awareness for their options. I am able to subtly and respectfully challenge my clients, helping them in a process of learning to make more self-aware choices and actions.
I understand the critical role of personal responsibility in the success of the coaching engagement. I support my clients to understand and enhance their capabilities and core values, to identify their barriers to change, to increase their motivation and self-regularity strength, to clarify their goals and action steps, and to practice new behaviours to improve their workplace performance and wellbeing.
I typically provide group coaching as part of learning and development programs. These sessions supplement workshops and often have a focus on implementing new knowledge, skills or behaviours in the workplace.
In group coaching, I support participants to call upon the coaching questions and resources of the group to help them achieve their goals. I may also use a group coaching approach to explore issues common to members of a workplace, supporting participants to tailor their own goals and action steps to address these issues.
In team coaching, my client is the team and my focus is its purpose, performance and processes.
I work with project, management and leadership teams to help them to clarify their vision and mission, to increase their level of functioning and task focus, and to improve their internal and external relationships. I support the team through a learning cycle of reflection, new thinking, planning and action – then back to reflection.
I bring to this process decades of working with groups and teams in a range of challenging situations.
An Executive Coaching Agreement sets out the commitments of the coach and the client as well as the professional, ethical and administrative standards that apply in the coaching scenario.
This worksheet, titled ‘Staying On Track’, is a useful tool for helping to keep the coaching process relevant and working to plan.