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Executive Coaching
Give a person a fish and they will eat for a day.
Show them how to fish and you will help them to feed themselves for life.
Steve Thomas is an experienced management consultant and coach specialising in teams, leadership and organisational development. His experience runs across a broad spectrum of organisations encompassing the private, public sector and third sectors, coaching at all levels of seniority.
Steve is a Fellow of the Chartered Institute of Personnel Development, (FCIPD), Fellow of The Institute of Leadership and Management (FiLM), Fellow of the Institute of Consultants (FIC). He spent six years on the board of the Chartered Management Institute (CMI) and was the representative for the Institute of Consulting for the South West Region.
Steve is a Fellow of the Chartered Institute of Personnel Development, (FCIPD), Fellow of The Institute of Leadership and Management (FiLM), Fellow of the Institute of Consultants (FIC). He spent six years on the board of the Chartered Management Institute (CMI) and was the representative for the Institute of Consulting for the South West Region.
The Role of the Coach
Coaching for performance is a part of effective delegation. In a working world where there is often more to be done with fewer people, delegation is a necessity rather than a luxury. Effective coaching should release more time to do other things.
Coaching also allows individuals to realise potential that they may have previously been unaware of. This means they can progress towards being multi-skilled more readily if it is appropriate.
The philosophy of coaching encourages awareness and responsibility. This attitude will permeate other areas of the individual’s life as they learn to make more choices and take responsibility for decisions. This in turn improves the individuals’ sense of self-worth.
Coaching aims to improve performance and heighten awareness so that fewer mistakes will be made, and less time will be wasted in minor enquiries being addressed to managers.
Coaching builds on success, and therefore maintains good performance, creating a more successful and productive work place. Individuals have greater confidence in themselves. There is always something new to learn. If people are used to learning, enjoy the process and see it as a part of life, they will develop learning skills that will enable them to take on board more quickly new systems, technologies and skills as a natural aspect of their working day.
Generally, people respond well to being given responsibility, even if there are some fears around accepting it initially. If there are new changes in Culture and therefore in the expectations of employers and employees, both sides need to develop new attitudes and behaviours to accommodate this. Change is at once painful, but also immensely creative and progressive, if handled well. Coaching is part of developing for change, which always requires some learning.
The Coach
The Coach is not a problem solver, an instructor or even an expert: he or she is a sounding board, a facilitator, a counsellor and an awareness raiser. The role of coach is to stimulate ongoing learning for the individual and in so doing, to enable them to maximise their own performance and contribution to the business. Relationship between the coach and individual must be based on mutual trust, respect and support, founded upon constructive feedback and dialogue. Our coaches are therefore patient, supportive, detached, good listeners, perceptive, attentive and self-aware.
How we work
The initial coaching session is designed to help you to understand the role of the coach, which is to development your skills and knowledge, helping you to achieve your potential. You will be asked what you would regard as successful outcomes to the coaching and discussing how to start that journey and at the end of the session agree an action plan. This will be used as guidance for future sessions.
It is suggested that the gap between this session and the second should be about two weeks. All subsequent sessions will follow the same approximate format, setting goals for the intervening period until the next session and so on.
The total number of coaching sessions is flexible, we suggest that there should be three initial sessions followed by a review to determine the next steps. Ensuring that there is time for the impact of the coaching to emerge and to review what further help might be needed.
Coaching also allows individuals to realise potential that they may have previously been unaware of. This means they can progress towards being multi-skilled more readily if it is appropriate.
The philosophy of coaching encourages awareness and responsibility. This attitude will permeate other areas of the individual’s life as they learn to make more choices and take responsibility for decisions. This in turn improves the individuals’ sense of self-worth.
Coaching aims to improve performance and heighten awareness so that fewer mistakes will be made, and less time will be wasted in minor enquiries being addressed to managers.
Coaching builds on success, and therefore maintains good performance, creating a more successful and productive work place. Individuals have greater confidence in themselves. There is always something new to learn. If people are used to learning, enjoy the process and see it as a part of life, they will develop learning skills that will enable them to take on board more quickly new systems, technologies and skills as a natural aspect of their working day.
Generally, people respond well to being given responsibility, even if there are some fears around accepting it initially. If there are new changes in Culture and therefore in the expectations of employers and employees, both sides need to develop new attitudes and behaviours to accommodate this. Change is at once painful, but also immensely creative and progressive, if handled well. Coaching is part of developing for change, which always requires some learning.
The Coach
The Coach is not a problem solver, an instructor or even an expert: he or she is a sounding board, a facilitator, a counsellor and an awareness raiser. The role of coach is to stimulate ongoing learning for the individual and in so doing, to enable them to maximise their own performance and contribution to the business. Relationship between the coach and individual must be based on mutual trust, respect and support, founded upon constructive feedback and dialogue. Our coaches are therefore patient, supportive, detached, good listeners, perceptive, attentive and self-aware.
How we work
The initial coaching session is designed to help you to understand the role of the coach, which is to development your skills and knowledge, helping you to achieve your potential. You will be asked what you would regard as successful outcomes to the coaching and discussing how to start that journey and at the end of the session agree an action plan. This will be used as guidance for future sessions.
It is suggested that the gap between this session and the second should be about two weeks. All subsequent sessions will follow the same approximate format, setting goals for the intervening period until the next session and so on.
The total number of coaching sessions is flexible, we suggest that there should be three initial sessions followed by a review to determine the next steps. Ensuring that there is time for the impact of the coaching to emerge and to review what further help might be needed.
Venue
Ideally coaching sessions are best held off- site, as this minimizes distractions. If this is not possible then a room away from the coachees normal pace of work will suffice. It is hoped that each individual is able to suggest a site where they can comfortably enter into the coaching session. More recently we have had great success with walking coaching. The choice is yours.
Ideally coaching sessions are best held off- site, as this minimizes distractions. If this is not possible then a room away from the coachees normal pace of work will suffice. It is hoped that each individual is able to suggest a site where they can comfortably enter into the coaching session. More recently we have had great success with walking coaching. The choice is yours.
Training Coaches
Steve is engaging, fun and knows how to deliver his sessions in chunks that aren’t too heavy. I now have a new team of coaches who feel energized and confident to provide an amazing coaching service.
Learning and Development Manager
Steve is very knowledgeable in his field, engages with people with an assured and interested approach and for that reason is great at cultivating business relationships.
Anita Hayne, CIPD Chair SW
"Steve has worked with myself and the Work Programme Team at Prospects for over a year in a coaching and development capacity. I would have no problem with recommending Steve and have found that he quickly identifies crucial issues, challenges appropriately and guides suitably. Steve has a proven skills set that includes communication, planning and delivering management support programmes. Feedback from team members regarding support received includes 'empathic', 'gets to the heart of the matter' and 'provides a way forward'".
Regional Director
Coaching
Steve took time to understand and listen. I felt he really got me as a person and encouraged me to look at what I really want in a straightforward way. Recommend him, that’s an affirmative. |
"Steve is an excellent Trainer/Mentor/Coach; Steve worked with me on a number of staff projects as well as providing for myself some sound business coaching. I would highly recommend Steve." |
"Grass Routes have coached and worked with my senior and middle managers to effect change; encourage strategic thinking; develop innovation and greater depth of understanding of collaborative management across a complex contract. Steve is knowledgeable, skilled and applies a flexible approach to tailoring solutions."
Regional Director
Contact:
Steve Thomas
T. 44 + (0)1761 220066 M. 44+(0)7711 908012
LinkedIn - steve-thomas-81a4531
www.grassroutes.co.uk E. steve@grassroutes.co.uk