What if you need to know more?
“Good questions deserve even better answers.”
Effective coaching should be simple (not the same as simplistic) strong and effective in its approach. Inevitably though, with so many unique situations and potential needs, there will be questions. We have included some of the most frequent ones below. Contact us if we haven’t covered your question or if you want to know more.
What are the likely costs? We believe our daily rates are both fair and competitive. We also recognise that every project and requirement is different, so we discuss our approach and associated costs with our clients on a by-project basis.
Are all our interventions bespoke – or do we have any “standard packages”? Virtually all our work is bespoke, as far as the way we structure a specific coaching intervention is concerned. Every person and every need is unique. We believe our thinking should be too.
What is the knowledge base underlying our approach? The training and experience of our talented practitioner team leads to rich diversity of thought around our delivery. We constantly maintain our professional development and we are familiar with a broad range of established and emerging techniques.
Who do we work with? Human talent is infinitely diverse. At every age and stage it has different strengths to offer and different needs to develop effectively. That’s why we work with all levels of seniority in all kinds of organisations – from graduate recruits to Partners and C-level executives. At every stage, achieving the greatest return on human capital means offering effective support to progress to the next stage.
How is a coaching programme structured? “How long is a piece of string?” is NOT the answer! But experience is a good indicator of likely approach. For example, with 1 to 1 coaching – even though it will vary – a good rule of thumb is an initial programme of 6 x 90 minute sessions, held monthly.
What’s the difference between ‘mentoring’ and ‘coaching’? It’s a fine line (which is blurring increasingly over time). A reasonable rapid response might be:
Mentoring – is about sharing experience and knowledge gained by doing (often, the hard way.)
Coaching – is about being non-directive, through encouraging self-directed learning.
What are our qualifications and credentials – are we “real experts”? The real expert is identified by the fact that they never stop learning. On our learning journey to date, we celebrate the fact that we bring around 200 years of collective experience to our work. And across these two centuries, we have earned certificates, medals, diplomas, masters and PhDs between us that are too numerous to mention in one space! To find out more, go to our Who page or get in touch.
Do we offer any other services? Tell us what you need and we will be very honest about whether we are the right people to speak to – if it’s not us, we may well know who it could be.
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Thank you Lisa Malcolm for the provocation to write more about how to give good feedback – here are some of my thoughts, although I am sure you (and others) will have more to add …
First, all feedback will provoke a reaction. For example, Lisa commented on one of my LinkedIn posts, talking about the importance of giving feedback, suggesting that I (someone) talk more about how to give it, acknowledging that we all know it’s needed.
Posted on Mon, May 24, 2021
We have chosen each other
and the edge of each others’ battles
the war is the same
if we lose
someday women’s blood will congeal
upon a dead planet
Posted on Thu, May 06, 2021