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How useful would it be to have a partner to help you think through your challenges? To help you create a compelling vision for yourself or your Team? To help you develop the ability to see yourself as others see you? And to help you identify areas you can develop? 

Consider the approaches below.

transactional

Sometimes clients need to add to their tool kit – they need to learn a better way to handle difficult communications, or they need to learn how to improve the sound or tone of their voice, or even learn some techniques to manage emotions. 

This approach to coaching covers more ‘surface’ level content, and deals with specific skills and knowledge (such as how teams develop, or the 19 competencies of emotional intelligence) the client has been told are missing from their ‘belt’. 

Think of it like an iceberg – transactional coaching supports clients to acquire skills, knowledge and attitudes that will assist them to be better leaders, partners, parents, communicators, better team players. 

Broadly speaking it incorporates development in one’s capabilities, or behaviour, or even how to cope well with elements in one’s environment (difficult people, flexible work arrangements, and the like).

Beth has been training people in communication and other ‘soft skills’ for over 15 years and offers a range of skills to help people build their skills and capabilities to master their surroundings.

transformational

Now we are starting to get under the surface, so to speak, of the ‘iceberg’ – getting below the surface that is presented to others. 

As a coach, I work with clients to help them delve deeper in to their BELIEFS and VALUES, their sense of IDENTITY, or even to a deeper realm of what one’s PURPOSE in life is. 

This approach is deeply impactful and very powerful as it supports the client to understand how they represent themselves in their world, but also how they are experiencing the world, and what arises from this examination of self is a more authentic understanding of what is limiting them from evolving to the person they want to become, the person they know they CAN become, but just haven’t figured out how to do that. 

With extensive experience as an NLP Master Practitioner and a multiple brain integration (mBIT) Coach and Coach trainer, I use a range of tools, techniques and processes when working with my clients. 

What you can expect is the unexpected!

This is because working with transformational processes we are able to bypass and go beyond our conscious awareness.

According to cognitive neuroscientists, we are conscious of only about 5 percent of our cognitive activity, so most of our decisions, actions, emotions, and behaviour depends on the 95 percent of brain activity that goes beyond our conscious awareness.

Doesn’t it make sense, then, to work beyond the transactional level when you want significant changes in your life?

[i] http://www.auburn.edu/~mitrege/ENGL2210/USNWR-mind.html

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multiple brain alignment

This coaching approach involves the following:

  • Learning to achieve physiological balance – a simple 5 min process
  • Learning about the prime functions of the Head brain and how to use it better (and stop overthinking so much!)
  • Learning to communicate with the Heart, and the Gut (where our deepest wisdom and sense of self resides) – this involves
  • Learning to distinguish between how each of these separate intelligences communicate to us, and how to listen better (and not confuse what one says from another)
  • Getting all three to communicate with each other – this involves each of them listening to each other (for example, the head may ignore what the heart says, or the gut is giving a strong message that goes ignored, and that ‘gut feeling’ is later recognised as something very important, yet too late)
  • Only then can the three intelligences – the head, heart and gut – align and support each other to do what each is best at doing (for example, the head is not so good at making choices of the heart, and the gut shouldn’t be making decisions that require logic and analytical examination).
  • THEN personal evolution is possible, for it is at this point that emergent wisdom arises … wisdom that was not available before.
  • This wisdom can only be created when alignment is achieved, and all intelligences are functioning at their fullest. This means the intelligence of the head is being fully CREATIVE, the intelligence of the heart is expressing and being a genuine expression of COMPASSION, and the intelligence of the gut is embracing and doing COURAGE.

If the three intelligences are not aligned or even communicating with each other, then they begin to do the ‘work’ of the other domains or intelligences; for example, when a person is smitten with another person and their heart is full of love and positive emotions, it is not the best state of mind to be in to make decisions that require a level of rationality and logic. 

This is best illustrated by the situation where one falls in love with a particular house, but the price tag is way beyond the affordability of the buyer.  Without the wisdom and input from the intelligence of the head, a poor (or even disastrous) decision may be made!

Most people go through life with one of the intelligences dominating and overruling one or more of the other intelligences.

With multiple brain intelligence alignment, clients learn how to incorporate the wisdom from all three intelligences, resulting in experiences and results that are currently beyond what exists.

 

coaching for leaders and emerging leaders

A combination of the above, using the following process:

I have achieved the greatest success working with leaders by gaining an understanding of how they are perceived within their organisation or Team.  Once feedback has been sought, then the leader needs to reflect upon it, and then act.  Leaders who have the appetite to grow and develop, who have courage to view themselves from the point of view of others are able to inspire and motivate others to follow their lead.

Part of the leadership coaching process is to request feedback from others (either directly or through the means of a 360 Degree survey), and to understand the factors effecting the relationships they hold with their Team members.  Once key behavioural changes are identified, the client in partnership with me as their coach identifies a course of action that informs the coaching sessions.  The process involves challenges, overcoming obstacles, digging deep to draw on one’s internal and innate resources; the client and coach meet face-to-face as well as virtually (phone/ Skype) over a 9-month period.

Change requires 4 steps – Awareness – Action – Repetition – Review

For leaders to grow and develop in the most effective manner, the following process is recommended:

  • partner with me as your coach to establish a vision and up to three behavioural improvements you want to make in your role. This initial session is face-to-face and can take 1-2 hours.  In addition, as your coach I can also ‘shadow’ you in your workplace to observe how you perform your work and how you lead others.  The best results are achieved when you are observed interacting with others, in meetings and the like.
  • You work toward your goals, contacting me with any questions or to share any updates in between sessions.
  • Meet with me every 3-5 weeks (can be face to face or virtual) for one hour. This time is spent reviewing progress, discussing and exploring current challenges, devising strategies, learning new skills and techniques to assist you to achieve the growth and development you seek.  As your coach, I provide support, models, resources and many useful, practical techniques that I have used with many of my clients.
  • Review progress after approximately 4 sessions and re-set goals, recognise achievements made to date.
  • To achieve the desired outcomes, it is important that you make time to do the agreed actions, which can be:
    • stop and reflect on how your communication impacts others
    • review written and verbal communications you have sent or given to others
    • practice seeing situations from the perspective of one or more individuals
    • try out a new behaviour or skill, and reflect on the difference it’s use has made
    • reflect on the progress your efforts are making

If desired, the process can also involve an assessment (a 360-degree Survey and Report of one’s leadership and management style, for example).   This provides you with invaluable information as to how others perceive you, and can give a very good idea of how you really operate in the work context.

  • This involves asking for feedback from co-workers, peers, those to whom you report, and those who report to you on your behaviour, leaderships and management style
  • Reviewing a report generated from this feedback, focusing not on who said what about you, but what trends have been identified. Leaders who are brave enough to ask for and reflect on this feedback have a more genuine understanding of themselves.

Adjusting or setting additional goals to incorporate the feedback.

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