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Coaching Services & Approach
Aspira Co coaching is focused on delivering sustained behavioural change aligned to the business priorities of an organisation.
Our coaching processes are tailored to suit each organisation’s and - most importantly - individual’s needs.
The approach below summarises the phases of typical interaction between the coach and participant.
Our coach’s primary role is to support the participant throughout the process by listening, challenging and resourcing, as necessary.
EXPLORE
Detailed needs analysis to increase awareness of development priorities and determine key outcomes. This may include:
- an initial “get to know you” meeting.
- review of previous performance reviews, internal 360 degree surveys and any other data (with the participant’s permission).
- implementation of instruments (either 360 or Self Testing) that relate specifically to the need of the participant.
- research of the industry, market, division, organisation and role requirements to understand the pressures and reality of the participant.
- A triangulated process to transparently agree upon the participant's development needs aligned to business outcomes. We suggest this be conducted with the participant's immediate Manager and structured as:
- 1:1 Session with Coach and Participant identifying and benchmarking needs;
- 1:1 Session with Coach and Manager identifying perceived needs and business factors;
- Triangular session with Coach, Participant & Manager agreeing priorities & action plan.
- The outcomes of a Triangular Report acts as an anchor for the development program, ensuring alignment with business objectives are maintained.
ENGAGE
Plan the path for development focused on outcomes. Participants identify what success looks like and what's to be focused on to close the gap between current and desired performance.
The Coach assists the Participant in developing a short and long term plan, which details their coaching priorities, and is triangulated with the Manager.
ENABLE
Focus on development priorities - by challenging mindsets, strategies and behaviours that may be inhibiting effectiveness - and practising new skills and behaviours to achieve desired goals.
The Coach provides sustained focus on development areas using current work situations.
Participants identify and apply behaviours aligned to their development priorities and the organisation’s cultural norms and values.
On-going face-to-face coaching is conducted as per the Program selected.
ELEVATE
Determining success, return on investment, and looking to the future.
Participants are encouraged to develop a support network to sustain the momentum gained during the Program, and to build a communication and feedback loop to monitor their progress.
A final meeting is held to review success against the development priorities and the results communicated back to stakeholders.
Executive Leadership Coaching
Ideal for new or established Executives, Leaders or Business Owners
Executive or Leadership Coaching is designed to assist executives, leaders and business owners in developing and accelerating professional effectiveness, performance and wellbeing.
This type of One-to-One coaching is beneficial when participants are likely to value having access to someone from outside the organisation to act as a confidential sounding board, someone who nevertheless understands the environment in which they work.
The five most important benefits of executive coaching include:
- Increased self-insight and understanding of impact on others
- Developing leadership capability
- Improving performance
- Supporting fundamental behavioural change
- Retaining key employees
Examples:
- Undertaking new responsibilities e.g. managing large scale change agendas
- Improving profile or presence
- Managing stakeholder relationships
- Leading a new team and creating culture of high performance
- Needing time for reflection and challenge in a confidential, supportive environment
Career & Transition Coaching
Ideal for all Professionals planning for or commencing a new role
All professionals go through transitions as they progress their careers, which can be exciting, rewarding, interesting, challenging and stressful.
Changing roles, industries or accelerating your career into leadership positions can be uncertain and overwhelming. So what resources do you need to not only be confident with your choices but enable you to land the right role?
Making your mark quickly can often be the difference between success and failure in a role. So how can you perform at your best right from the start of a transition?
Research confirms professionals are looking for support before they undertake a significant career progression - not just during it.
This type of coaching conversation may include:
- Identifying specific needs and barriers to success and progression
- Understanding the key success factors of the new role
- Developing a transition plan
- Understanding the stakeholders needs
- Developing your team quickly requiring change leadership skills
Examples:
- Transactional To Transformational leadership (i.e. customer focus, merger and acquisition)
- Operational to strategic leadership – Technical / Functional to General Management
- Cultural awareness inclusion and leadership
- Navigating through major organisational and leadership challenges
Team Coaching
Ideal for all new or established Teams
The purpose of team coaching is to review and improve the performance of the team, enabling members to work together more effectively in pursuit of a common purpose. The coach works closely with the team leader, team members, and the organisation sponsor to design a program that meets your purpose.
Our coaches empower team members to understand how they contribute as individuals and how to work as a group to hold the team accountable. Our coaching aims to build trust, create clarity, define goals, leverage the strengths of the team members and improve performance.
Team coaching is useful when the focus is on the team rather than the individual, the team has a shared purpose, the team could be working together more effectively and/or there is scope to improve resilience and collaboration.
