Coaching Style and Approach
The core coaching style used is based on the Co-active Coaching model. Neuro-Linguistic Programming techniques greatly enhance the breadth and depth of issues that can be explored. Our coaching style has been influenced by Timothy Galway, Miles Downey, Joseph O'Conner, John Whitmore and Robert Dilts as well as through practical experience and regular feedback from clients.
Relationship and relationship systems coaching is performed using the internationaly accredited Organisation and Relationship Systems Coaching toolset (ORSC).
We are members of ICF and committed to the ICF code of ethics.
Key words in our approach to coaching are:
- Non-directive; Facilitating the coachee in specifying their outcomes, identifying even better options and in accessing their existing resources. Using appropriate questioning, observation and feedback to support change. Christopher uses NLP Models as well as other coaching models to facilitate the coachee in developing their own sensory evidence.
- Non-judgemental; Facilitating the coachee in being aware of the usability and appropriateness of their criteria for making decisions. With useful and appropriate criteria, people are very good at evaluating themselves.
- Systemic; Recognising that all present states and desired outcomes exist within and affect different systems. Systems exist at all levels. Working with the coachee to identify appropriate systemic solutions which will maintain ecological balance whilst achieving the necessary outcomes.
- Co-active; Committing actions and the contribution as coach to supporting the coachee in achieving the coachee’s outcomes. Responsibility and ownership of outcomes always remain with the coachee.
- Flexible; Having a choice of coaching style that can be adapted to better suit the coachee. For example, where a coachee prefers a particular sensory system, to work within that sensory system where appropriate and to find ways of increasing the coachee's options through using other sensory systems.
- Outcome oriented; All changes within the coaching are directed towards clarifying and achieving a desired well-formed outcome.
- Structured; Remaining flexible to needs and appropriateness, each session and each set of sessions has a structure. An agreement is signed at the start of coaching to clarify roles. Desired outcomes are agreed and recorded. Outcomes are defined in terms of observable and measurable behaviours. Progress is reviewed by the coachee at each session. Feedback is exchanged to ensure the approach continues to be appropriate and improve.
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