Our Coaching Aim
When you engage in coaching or arrange coaching for your people, you are making an investment. You want to see a return on that investment, being realisation of your goals, increased wellbeing, performance and purpose. You should get the best value for that investment.
To get the best value, we believe the power of compound investing applies equally to coaching - the earlier you invest, the earlier you can start generating returns, and you can then generate returns on those returns.
For that reason, our focus is coaching people in the early to middle stages of their career (young professionals, junior and middle management).
We adopt an evidence based, holistic, results focussed coaching approach which is always in service of the coachee but never at the cost of ethics, integrity or inclusivity.
We uphold the strictest standards of confidentiality and our coaching is delivered in accordance with the EMCC Global Code of Ethics. Through:
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the use of robust contracting;
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clear agreement of goals;
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effective and, sometimes challenging, questioning;
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appropriate coaching tools, models and techniques;
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holding coachees' accountable to their commitments;
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use of benchmarks relevant to the business and pre and post coaching feedback to measure progress and results,
we endeavour to help coachees realise their goals and show a return on your investment.
Our Neurodiversity Aim
We want to give organisations the tools to confidently say to all of their employees:
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We accept you for who you are;
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We want you to feel like you belong here; and
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Let’s have a conversation on how we can best work together.
To do this, we can help organisations with the following:
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Presenting a case to leadership to show the benefits of Neurodiversity to their organisation. People will sense a box-ticking exercise - it is essential that there is leadership buy-in and that this is communicated to your people.
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Assisting in drafting aclear plan as to how this agenda will be progressed and a process whereby the views of your neurodivergent people are taken into account.
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Circulating Neurodiversity awareness information to all your people, including seminars, toolkits etc.
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Delivering specific training for people managers and HR on areas such as neuro-inclusive practices and management styles, adjustments to physical environment, neurodiversity and the law etc.
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Providing one-to-one coaching / mentoring support to neurodivergent staff or members of management who are looking for assistance in adopting neuro-inclusive practices.