Coaching builds organizational capability and capacity. Great businesses have great leaders, leaders who demonstrate and promote the thinking and behaviors that create high performance.

Great leaders create the conditions for people to thrive.

Being able to name what you have in mind – purpose

Leaders need to be able to have vision and foresight, be able to set direction and motivate others towards helping achieve set objectives. Coaching helps leaders to build capability in articulating vision and building the messages that help others to join the journey.

Awareness helps us to deal with complexity

Being aware of who you are and what makes you ‘tick’ are important aspects of self-awareness, which in turn helps build the capability to self-regulate. Today’s business world has many twists and turns, a leader’s ability to manage his/her own anxiety through uncertainty is a key skill, coaching  helps to build self-awareness, self-regulation and resilience.

Leaders also need to know how to build these capabilities in others, coaching helps leaders to coach others.

Perspective taking enables us to see things from multiple view points

Creativity and understanding often sit in the periphery of our vision, being able to deliberately seek out difference and use this difference to explore possibilities is critical for innovation, or simply to see that what you are doing is not best.

The space created by coaching is confidential and reflective in nature and promotes alternative thinking. During coaching sessions individuals are deliberately encouraged to think and feel differently – creativity is about, seeing and feeling about things in different ways and then acting in different ways. We will often hold back expressing and exploring in this way for fear of being seen as ‘stupid’. Coaching provides space for this type of exploration.

How we talk is a big part of how we think, feel and act

Dialogue is an art, dialogue involves being able to listen, slow our thinking down or suspend what we know, respect others and voice what we are thinking and feeling. Leaders need to create the conditions in organisations where high quality dialogue can take place. Most of the time the way we talk is more discursive, we are interested in talking about who needs to do what, how much it will cost and when it will be done.

Dialogue focuses on the art of uncovering ‘why’ and creating shared meaning and therefore shared understanding. Coaching conversations are essentially dialogic; coaching builds awareness and skill in this area.

Organisations are social systems

Organizations are essentially social systems or networks. The health of these networks and the quality of the connections has a profound impact on performance and individual wellbeing. Leaders are responsible for these connections and for promoting and developing relational quality. Coaching helps leaders to see the organization as a social system and to build ability in creating high quality collegial bonds.

A leader needs to able to ‘spot’ where the tension is in his/her system and be able to work with these tensions to create synergy.

Offering coaching

Coaching is an ideal way to work on creating organizational capability and to bolster current capacity. Coaching can be offered to individuals and or groups and teams, it’s a flexible and target development intervention that can be easily tailored.