Approach

Organizational Development

Every organization is unique and at times some methodologies are going to work better than others. However, every problem can be seen more clearly if it is viewed from a variety of perspectives. Therefore, I use a variety of means tailored to your unique situation. In fact, one of the major reasons companies hire an outside consultant, is to get an outside perspective. I bring that to your organization along with up-to-date models that take the whole situation in all of its complexity into consideration.

By definition, individuals and organizations can’t see their own blind spots. That’s where a facilitator can both challenge and support the client or client organization through the process of transformational change. Without a facilitator it is difficult to see all the aspects of a problem, keep them in focus and identify internal forces undermining the desired change. Therefore, a structured approach with accountability of all participants is essential.

Of course, there are many methodologies, but some approaches are more comprehensive than others. The Integral model is one such road map and a good starting point for looking at your organizational issues objectively while taking into consideration the contexts that they are embedded in. In other words, this model considers the company culture, team dynamics, market forces, etc. in a very deep way.

There are also aspects to every problem that are external and internal, individual and collective. For example, there are always spoken and hidden agendas, emotional factors and psychological forces in play. The Integral model provides a way to bring these aspects of the situation to light where they can be examined from a place of awareness. This inevitably leads to more options and better solutions.

The Integral coaching approach is recognized as one of the latest and most effective frameworks for coaching for organizational results. NASA, Intel, Proctor & Gamble and many other leading organizations are orienting their leadership and coaching initiatives around the Integral approach. While it’s not the only tool in the toolbox, it’s a great way the fullest possible picture of the business landscape and situational dynamics.

Executive and Personal Growth Coaching

In direct terms, coaching means building someone’s competence to face their life situation. Practically, successful coaching provides people with the following:

  1. Increased awareness and therefore, more conscious choices
  2. More ability to self-correct moment-to-moment
  3. Capacity for self-generated change sustained over time

In action, this means coaches understand their clients with great depth and scope, conversing with them in a way that reveals new insights and possibilities. It is a collaborative relationship that is co-defined, continually refined and results in taking action. It a relationship that assumes that there can not be forward movement without both deep learning and meaningful action.

This type of coaching considers the inner and outer world of the individual and the interior and exterior dimensions of the groups they participate in. This opens up a huge territory where ones hidden potential can emerge. Working this broadly requires a coach who can understand how each of these human domains operates and how they all relate to each other in often hidden and complex ways.

In short, quality coaching helps people to be happier, more productive and fulfilled. While it can be targeted to a particular role, the real goal is an integration of all of ones capacities and the acquisition of skillful means to express them in the real world.

It is now common knowledge that the business world is excited about the results that coaching can achieve. This approach is helping businesses acquire the competitive edge needed to survive and flourish in a complex and ever-changing environment. It is truly an investment that pays for itself both in the context of an organization and in ones personal life.

Research is mounting that shows clear evidence of significant positive returns on the investment in executive coaching of an organization’s leaders as well as the benefits of leadership development in general. The ripple effect throughout the organizational system is tremendous and amplified at every level.

According to Peter Senge, Director of MIT’s highly acclaimed Organizational Learning Center:

“The sole competitive advantage for companies in the 21st century will be their ability to adapt and learn.”

Some of the many benefits of coaching include:

Aligning individual goals with organizational objectives
Retaining and developing leaders and key talent
Driving ownership and accountability
Improving communication and business relationships
Increasing organizational learning and individual performance

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