In this post I talk about our coaching philosophy and the principles of our coaching practice.  Essentialy we use a model we have called REGROW^© which is adapted from the famous GROW model by Sir John Whitmore.

Our purpose

Our coaching philosophy has at its centre transformational leadership (PRES), authentic relationships and communication and is framed by the four dimensions of leadership that underpin leadership (Tom Marshall: 1991).

We use the practice of REGROW^© to help individuals realise their potential by understanding the implications of their preferences (MBTI), choices and patterns of behaviour for themselves and others.

We approach our work with clients from a contextual point of view.  We help them realise the environment in which they operate impacts their thoughts, feelings and behaviours.

Our process

Our approach to coaching is a simple one, we empower people for performance.  We unlock individual and team potential to maximise performance and effectiveness.  We champion the values of creativity, collaboration, confidence and courage by focusing on two core principles:

• Awareness – knowing what is happening around you, and self-awareness – knowing what you are experiencing.
• Responsibility – when we truly accept, choose or take responsibility for our thoughts and our actions, our commitment to them rises and so does our performance.

These principles underpin our practice which drives:

• Business direction – supporting individuals and teams to improve business performance and achievement.
• Business delivery – supporting individuals and teams to engage clients, colleagues and suppliers in an authentic way.

Our model

Our coaching model REGROW^© focuses on individuals, where we embark on a journey that encorporates the following:

• R – Rapport: How are you?
• E – Empathy: Where are you now?
• G – Goals: What do you want?
• R – Reality: What is happening now?
• O – Options: What could you do?
• W – Will: What will you do?

We do this by embracing systems-psychodynamic models, theories and concepts that recognise that the personal issues faced by an individual do not occur in isolation but are influenced by the system within which the individual works: the organisation.  The organisation itself is situated within a particular industry and cultural environment and is underpinned by a “history”, both spoken and unspoken.  All of which has an impact.

REGROW^© embraces and champions PRES, where we work to ensure transformation takes place for our clients and ourselves by:

P – Be present – the ability to be completely in the moment, and flexible enough to handle the unexpected.

• Encouraging imagination and creativity in rethinking assumptions and old ways of doing things – intellectual stimulation.

R – Reaching out – the ability to build relationships with others through empathy, listening and authentic connection.

• Actively listening, challenging where appropriate in a supportive way and encouraging others to grow through the use of continuous feedback and feedforward – individualised consideration.

E – Expressiveness – the ability to express feelings and emotions appropriately by using all available means – words, voice, body, face – to deliver one congruent message.

• Communicating a clear vision/goal and aligning thinking and behaviour toward these goals – inspirational motivation.

S – Self-knowing – the ability to accept yourself, to be authentic, and to reflect your values in your decisions and actions.

• Helping individuals to build and display a sense of purpose – idealised influence.

Essential to our philosophy is a client-centred approach which considers when the right circumstances are present, individuals are able to acknowledge and accept the beliefs they hold about themselves and others.  These beliefs are implicit in current patterns of behaviour both towards the task performed at work and also how relationships are managed.  It is from this understanding and acceptance of ourselves that change occurs and authenticity stems.

Our objectives

In order to achieve our purpose we will work towards:

• Engage organisations in focusing on higher productivity balanced with personal development through people development.
• Improve communication across, and overall effectiveness within the team.
• Enhance working relationships for the betterment of the organisation and individual and team relations.
• Improve the quality of life in the team by helping them to realise their potential for living a principle-centred life.
• Champion greater recognition in the team for work well done and seek to ensure the team and individuals learn from their mistakes.
• Improve client focus and care.

Our quality

We will ensure our coaches deliver a quality coaching service which takes account of the Association for Coaching’ Code of Conduct for which Abandon Theatre is a member and has signed up to.  To this end we will ensure our coaches receive all necessary supervision and training in order to effectively deliver professional coaching to the highest possible standards.

We will ensure our coaches act in accordance with this Code of Conduct and behaviour in such a way as to not bring the profession, Abandon Theatre and our clients into disrepute.

Our model

Review and Evaluation

Review and evaluation is integral to the success of all our coaching work with clients.  We adopt a variety of evaluation and review mechanisms including:

• Needs Analysis and/or staff/team surveys undertaken to establish the degree to which the organisation and/or team currently embrace coaching principles and behaviours, and any other relevant business improvement practices.
• Progress reviewed against objectives and outcomes set using REGROW^© for the individual, for the team and depending on the length of the contact.
• Undertake spot reviews of opinions and feelings following specific interventions.
• Feedback on 360 review/appraisal information – integrating key evaluation support materials into 360 feedback/appraisal sessions.
• Staff/team survey after project/intervention/coaching contract completion; comparing actual outcomes against original objectives set.