Services / Realising People Potential
One-to-one coaching
One to one coaching or mentoring can have a remarkable and long lasting effect on an individual’s motivation and effectiveness.
- One to one – the person feels valued. They drive the agenda, so it can be tailored absolutely to tehir individual needs
- Confidential – they can voice concerns, talk about weaknesses and discuss issues tehy may not feel comfortable to discuss with their manager or colleagues
- Convenient – short sessions can fit into their diary – it can even be dleivered by telephone or webex
- Long-lasting – because teh input is sustained over a period of time, the effects are much more long-lasting than a one-off training event
Sometimes it is just not possible or advisable for you to coach your own people. Perhaps:
- Your managers don't have the required time or skills to coach effectively
- You have an urgent development requirement or performance problem and don't have time to get managers up to speed
- You want to change mindsets or would appreciate a new perspective on the issues in hand. You understand that managers are sometimes too close to the issues to be absolutely objective
- You are going through a period of significant change as an organisation and there is an intensive short-term need for coaching
- Coaching is a new methodology - and you want to test if it will work with your team
In situations like these, Orbit are happy to provide experienced and skilled coaches to work directly with your people.
The trick here is to make sure that the coaching relationship compliments the existing relationship the individual has with their manager, keeping the manager in the loop whilst maintaining a confidential relationship with the individual being coached.
- At the start of the coaching relationship, we hold a 'triad meeting' with manager, learner and coach to establish the scope and objectives of the coaching relationship
- During the coaching, we arrange ways to keep the manager informed, without breaking the essential confidentiality of the coaching relationship. Often it is best for the individual to report on progress rather than the coach
- At the end of the coaching, we make a seamless transition, encouraging the individual to debrief with their manager and asking for the support they need long-term to continue their development
Information on Extended DISC – Want to find out more about Extended DISC behavioural analysis? Click here to download our datasheet
