Effectively coaching your people to realize and utilize their potential is a critical and powerful leadership skill. Coaching becomes even more critical during times of change and crisis when your people are feeling uncertain and anxious about the future.

 Coaching helps people to develop their ability, knowledge and confidence to improve their performance and/or achieve their potential by:

·         Listening and asking questions to help clarify their thinking

·         Enabling their people to develop new competencies and new ways of working to increase their performance

·         Challenging people in a positive way, allowing them to hear their wisdom and thereby coach themselves to higher performance

Pluri Consultants understands that coaches are not responsible for developing people but more importantly, they are responsible for allowing people to develop themselves.

What is our Coaching Model?

 Central to our Coaching Model is the focus on the individual and their journey to develop themselves. In order for a relevant and targeted coaching program to be successful, it must be focused on the individual, their workplace and other important background information. By taking the time to discuss client focused issues, individuals have the opportunity to establish trust with their coach and outline boundaries and expectations
Whilst our coaching model centres on the client, it is also important that the coaching relationship is built on trust and a partnering of minds between the client and the coach. Once achieved, the relationship will enable ongoing development and growth to occur and should be strong enough to address any workplace barriers.

 With this concept agreed, our Coaching Model focuses on four specific development areas:

Objectives: Enables a targeted conversation to clarify specific workplace goals, career objectives and determines those options that matter most. 

Abilities: Focuses on those abilities that will enable or block the achievement of objectives. A safe environment is established to allow both positive and negative experiences to be discussed and their impact at a personal and professional level. 

Context: This allows the individual to share the extent to which the environment has shaped their achievements to date. This includes peers, direct reports, managers, clients, family. 

How to: Explores the commitment required to move to the next level of change and considers the complexities involved in achieving this. Explores a number of alternative ways that will allow the individual to ultimately achieve their objective.

Our Tools and Techniques

In expanding and adding to the basic principles our Coaching Model, Pluri Consultants’ coaching theory also permits the assistance of the following tools and techniques:
Assessment – Investigating the participant’s state of awareness by reality checking, testing assumptions, and assessing their motivation for action, exploring hesitations, identifying and verifying feelings.
Exploration – Investigating and implementing improved people leadership and operational strategies. Suggesting helpful resources – leadership journals, books, audiovisual material all designed to help participants to see things from a new perspective.
Removing barriers – Addressing tensions, resistance and potential barriers to professional development and growth, including reactive/defensive responses, excuse/reason responses, and guiding participants towards clear ownership and action.
Balance – Integrating the physical, spiritual, intellectual and emotional participant needs and motivations.

 Why implement it?

 To address the uncertainty and anxiety that your people experience during times of change and crisis.

To embed a coaching culture and ensure that quality conversations are being held during difficult times, as well as during the day-to-day “coaching moments”, moments that represent day-to-day feedback, proactive coaching and career coaching.

Understand the latest thinking in neuroleadership (the ever-growing field of research linking cognitive psychology to leadership behavior) to enhance the coaching experience for both coach and coachee.

 Immediate Measurable Results

 1. Improved confidence, motivation and work performance of the people that each participant coaches

2. Greater confidence when coaching

3. More authentic dialogue