Coaching

Increasingly we are asked to engage with individuals, to discuss with them the potential risks that they may be running through their workpace behaviour.  Our intervention may be recommended following a disciplinary process or investigation or it may be part of a less formal intervention.  The objectives of our interventions vary, but typically at their core: we are seeking to increase a person’s awareness of the context in which their behaviour may be viewed, to raise self-awareness of the impact of their behaviour on others in the workplace.

Our one-to-one sessions are one of our most effective forms of training or awareness raising.  We create a safe place for the people that we are coaching to talk about and reflect on the real situations they have found themselves in.  We suggest to the people we work with that they should view us as a risk coach.  We don’t report in detail to those who have instructed us.  We listen and ask questions.  We help people to view events from different perspectives.  Invariably the people we work with recognise the value of the time spent with us.

We are regularly asked to work in teams that have experienced difficulties.  Here it is important to position the intervention correctly and to set some ground rules.  But it can be particularly effective for a group of people who work together to talk together about their roles in creating the sort of environment that they want to create.

Frequently it feels that we are giving groups like this a language and an opportunity to use that language to construct a new atmosphere or environment.