“If we did all the things we are capable of doing, we would literally astonish ourselves.”
Thomas A. Edison
Our Philosophy and Style of Working
Our philosophy is based on enhancing self-awareness and self-responsibiity, which are the cornerstones of healthy leadership and people-management. Outcomes are based on our ability to inspire the executive to respond creatively to the challenging and incisive questions we ask. This usually results in lasting change based on personal choice. We are particularly interested in:
- developing interpersonal skills and leadership styles, and an awareness of how these skills impact on the whole ambience and performance of the team from the top-down
- linking inner personal integrity with the external business challenges
- discovering personal meaning and value in working life, which stimulates motivation to work better
- offering scrutiny about choices and deeply-held attitudes that are both creative and limiting
How Does it Work?
Perhaps the most important first step is to create a think space so that the coachee can disentangle him/herself from the constraints and pressures of the current situation. Then other possibilities and perspectives can be gained. Development or ‘learning goals’ will usually be identified towards the end of the first session and subsequently addressed using a variety of interventions that are broad and flexible enough to suit the individual and the business, and which involve both support and challenge. As well as business performance, executive coaching will usually address the development of the whole person.
As part of coaching, it can be helpful to use a psychometric tool such as Myers Briggs which helps people to identify their ‘in-born’ preferred ways of living and working, and to understand that others have different preferences which are equally valid and useful.
Timothy Gallwey’s book ‘The Inner Game of Tennis’ was seminal in creating ideas on coaching in the business world. Gallwey emphasises learning from the inside out, not from the outside in, hence the term ‘inner game’. With the help of a skilled coach, the coachee will develop self-awareness and self-belief and, from this, inner and outer change will follow spontaneously.
“The goal of the ‘Inner Game’ was to reduce whatever interfered with the discovery and expression of one’s full potential. The goal of the outer game was to overcome external obstacles to reach an external goal. Clearly the two games are related. The greater the external challenges accepted by an individual, team, or company, the more important it is that there be a minimum of interference occurring from within.”
“No matter what culture you work in, what kind of work you do, or what your present level of competence is, both inner and outer games are always going on. Progress will always be dependent on both.” (Gallwey 2002)