I work worldwide with organisations and employees that:
- Are committed to cultivating a psychologically safe environment and an empowering mindset.
- Recognise looking after mental health is a significant factor in employee satisfaction and organisational success.
To support this, I incorporate a range of psychological theories and applications within 1-1 coaching:
- Person centered approach to support the creation of a climate that is conducive to change.
- Positive Psychology to facilitate an employee to flourish and perform at optimal functioning.
- Motivational Interviewing to elicit and grow the coachee’s motivation to change and develop.
- Self-determinist theory to increase the likelihood of sustainable change occurring.
- Solution-focused coaching that enables people to tap in to and harness their own resources to move towards the future they want to create.
- Self-efficacy Theory in order to enhance coachee confidence.
- Cognitive behavioural coaching enabling people to recognise and transform thoughts and behaviours that may otherwise interfere with performance and goal achievement.
- Acceptance and commitment Therapy
- Compassion focused therapy
Coaching Psychology for Performance Outcomes:
- Behavioural changes related to the specific performance area identified.
- Greater self - awareness about practical and psychological obstacles that are interfering with performance.
- Improved confidence and self - belief in an individual's capacity to perform to the desired standard.
- Tools and strategies to facilitate enhanced performance.
Coaching Psychology for Development Pathways:
- Supporting a middle or senior leader to develop the skills for managing difficult conversations.
- Supporting a leader to develop their proficiency at coaching other adults in their teams.
- Providing new - to - role practitioners with a confidential space in which they can reflect on their successes , plan new strategies and openly talk through any doubts and uncertainties .
- Providing the coachee with tools for addressing both the practical and psychological challenges of role changes.
Coaching Psychology for wellbeing impact:
- Employees are equipped to identify thinking errors, acquire tools to dispute self limiting thoughts, and develop effective thinking skills.
- Transform confidence-undermining beliefs and plan new ways of approaching situations.
- The development of skills, tools and mindset required to be a resilient employee and effectively become their own coach.
- Management and prevention of anxiety, stress, and burnout.
If you are an Employer who is looking to support and develop your employees in the areas above or you are an employee who recognises themselves and would like external support, I look forward to speaking with you and finding out more about how our working together can be of service.
