Our Coaching revolves around our 3E model at the organisational, leadership, team, and individual level.

Engage, Explore, Evolve.

The Engagement process establishes clarity around the coaching focus, understanding the individual professional development objectives, and the organisations vision and strategic direction in determining the coaching scope and organisational reach. We then co-create a bespoke coaching methodology and identify what part the stakeholders will engage in throughout the learning journey.

The scaffold of the coaching relationship and quality of the coaching engagement is reliant on integrity, mutual trust and respect, authenticity, freedom of expression, confidentiality, and an ethical posture.

The Exploration of potential can be realised through reflective dialogue providing a framework to transform and develop.

Individual and organisational transformation is reliant on the ability to learn, which augments the ability to change. Reflective dialogue in the coaching context can provide an alternative perspective and generate a collective advancement of ideas, accountability, and commitment.

For potential to be realised, awareness around barriers to change and transformation need to be explored. This requires both self and organisational awareness around the current organisational landscape, including the associated beliefs, values and prevailing discourse that contributes to the individuals or teams interpretation of the social and cultural fabric of the organisation.

The platform to Evolve stems from exploring the coaching counterpart’s subjective world and view of the organisational landscape.  With interferences and opportunities identified, goal emergence and ownership can be established enabling the coaching counterpart to take responsibility for their own learning and development.

Coaching in the transformational context focuses on the present to the future. Our coaching takes on the characteristic of appreciative inquiry to generate a growth mindset, knowledge creation and reinvention.

“Appreciative Inquiry is about the coevolutionary search for the best in people, their organizations, and the relevant world around them. In its broadest focus, it involves systematic discovery of what gives “life” to a living system when it is most alive, most effective, and most constructively capable in economic, ecological, and human terms. AI involves, in a central way, the art and practice of asking questions that strengthen a system’s capacity to apprehend, anticipate, and heighten positive potential.” From Cooperrider, David and Whitney, Diana, A Positive Revolution for Change: Appreciative Inquiry (paper, 2000)