Is coaching a solution for you and your organization?
Coaching is an opportunity to create a conversation that connects people to one another at levels
of relationship that allow for deep clarification of important and critical issues leading to a
commitment to develop right action.
Right action occurs when the personal and organizational agendas align in such a way
that awareness, purpose, competence and well-being occur naturally. At times this can
mean the redirection of our career paths when alignments can not be achieved.
Distinguishes themselves from consultants because they build capability rather then just
Function at three levels of being often referred to in systems theory as single, double and
triple loop learning. These levels occur concurrently and the coach is trained to look for
double and triple loop opportunities to create developmental opportunities with the
person being coached. Simply, coaching interactions help people see things differently in
terms of performance (single-loop: doing the same things better), change (double-loop:
doing things differently) and transformation (triple-loop: doing different things).
Look for openings that lead to long-term developmental opportunities rather then trying
to fix the situation at hand as is the case in problem solving. Coaches understands that a
gap in performance or viewpoint can’t be seen by the person being coached and skill is
needed in order to surface this blind spot into an opening where development can take
Set the stage and hold the support for the development of emotional competence through
these openings, helping to generate possibilities, plans while making the space to preview
the outcomes of these plans before gaining commitment to action—the essential
component of effective coaching—not just any action but right action as viewed by the
person being coached in alignment with business goals.
Seek mastery in five key abilities and create effective coaching interactions by listening,
observing, discerning, modeling and delivering effective coaching through feedback,
questions, statements, challenges and ideas when appropriate.
Help a system to evolve its culture over time by surfacing and discussing the critical
personal and business issues that block adaptability, vitality, passion and the willingness
to go the extra mile when personal and organizational values are not aligned.
Create effective conversations that carry the weight of change without forcing people to
go through wave after wave of management “fix-its.” They get people involved in
solving their own problems through coaching interactions that become leveraging to the
organization over time without subjecting people to the fear of the “next” change
Blend training, management agendas and leadership development through an effective
system of coaching conversations at any level in an organization—at the customer
interface or executive boardroom.
To find out how to enhance your own capability through increased emotional competence and
the ability to develop yourself and your organization to higher levels on function in a complex
and ambiguous environment, please call for a no-charge consultation regarding your coaching
Successful organizations do something different or better than other organizations to be
successful. We can call this "something different" or "something better" a "competitive
advantage," a "capability" or a "core competency" depending on our conceptual
framework or our discipline. Regardless of what we call them, these distinct abilities are
highly valued and guarded by the organizations that have them, and highly sought after
by those that do not.
Global Business Culture Study Group,
November 1998, by Mark Hannum
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