Coaching & Consulting
'Time to Thrive' (T2T) Coaching
Coaching is a collaborative endeavour, which facilitates the learning, development and performance of an individual, promoting positive sustainable positive behavioural change. Coaching offers a vehicle for analysis, reflection and action that ultimately enable the client to achieve success in one more areas of their life or work.
Coaching can be defined as “a process that enables learning and development to occur and thus performance to improve. To be a successful a Coach requires a knowledge and understanding of process as well as the variety of styles, skills and techniques that are appropriate to the context in which the coaching takes place”. Eric Parsloe, The Manager as Coach and Mentor (1999).
The Goal of Coaching
The goal of coaching is to guide vision, urge excellence and unlock the individual’s true potential, through facilitating increasing awareness and accountability, and inspiring action that builds to achieve desired outcomes. Coaching also aims to reduce interference such as fear and doubt and remove barriers to learning, growth and thriving.
Practical Elements of Coaching
Coaching involves:
Regular communication and meetings (face-to-face, online or by phone)
Re-evaluation of current position
Clearly defining personal goals, providing clarification and clear priority
An action-oriented focus and structure
What the coach does:
Facilitate the exploration of needs, motivations, desires, skills and thought processes to assist the individual in making real, lasting change.
Use questioning techniques to facilitate client’s own thought processes in order to identify solutions and actions rather than takes a wholly directive approach
Facilitates self-directed learning through powerful questioning
Support the client in setting appropriate goals and methods of assessing progress in relation to these goals
Observe, listen and ask questions to understand the client’s situation
Creatively apply tools and techniques which may include one-to-one training, facilitating, counselling & networking.
Encourage a commitment to action and the development of lasting personal growth & change.
Maintain unconditional positive regard for the client, which means that the coach is at all times supportive and non-judgemental of the client, their views, lifestyle and aspirations.
Ensure that clients develop personal competencies and do not develop unhealthy dependencies on the coaching or mentoring relationship.
Evaluate the outcomes of the process, using objective measures wherever possible to ensure the relationship is successful and the client is achieving their personal goals.
Encourage clients to continually improve competencies and to develop new developmental alliances where necessary to achieve their goals.
Acts as an external observer ensuring the actions of the coachee are congruent with the goals they have defined.
Seeks to identify negative habits and beliefs to be remedied
Assists coachee to develop personal insight
Assists with motivation
Stretches and challenges the coachee
Views the coachee in terms of their potential, identifying and building on strengths and talents
Work within their area of personal competence.
Possess qualifications and experience in the areas that skills-transfer coaching is offered.
Manage the relationship to ensure the client receives the appropriate level of service and that programmes are neither too short, nor too long.
Coaching provides:
A highly strategic structure and solutions-focused methodology for change
A model that breaks significant goals and perceived hurdles, into smaller achievable steps
Honest feedback
A totally non-judgmental and agenda-free environment
A safe sounding board
Accountability, assisting coaches to convert their intentions into actions
Contact us to learn more about our coaching packages and fee schedule.
Culturally Safe (Mental) Health Care - Health Service & Research Consulting
Cultural safety is more than just being aware of other cultures and respecting all people. It is about creating environments where everyone can examine their own cultural identities and attitudes, and be open-minded and flexible in their attitudes towards people from cultures other than their own.
It also requires everyone to understand that their own values or practices are not always or only the best way to solve problems. This means everyone, regardless of culture, need to be treated with respect, inclusion, and transparent management and health and safety policies.
Our credentialed team has decades of experience in diverse organisations including university, public service, health services, non-government and non-profit organisations.
Founded on this experience we provide in-depth organisational and research consulting to improve cultural safety.
Our approach improves staff wellbeing, collaboration and productivity, and client/customer outcomes and experiences.
We are continuing to build resources in this area so please watch this space!
Resources for Health Services and Research
This timely handbook responds to the international drive to know more about Whiteness – its origins, its impacts and, importantly, the means for diffusing it. It navigates how various disciplines respond to the pervasive and persuasive nature of Whiteness in their operational settings, across individual, professional, organisational and systemic levels.
This text shows how the theory and practice of cultural safety can inform effective health care practices with all kinds of diverse populations. It is a sensitive, richly nuanced and comprehensive guide to effective health practice in Australia today and is a key reference text for students and health providers, policy makers and scholars.
This book presents findings of the first national study on female-to-male (FtM) transgender people in Australia. It offers useful statistics and stories related to participants' identities, education, health, sexual and social lives. It ends with recommendations to all those working with FtM transgender people encounter and gender diverse communities alike.