Coaching within organisations can be directed to various levels of organisational interaction and effectiveness. Organisational coaching is more frequently referred to as executive coaching. Coaching can be implemented at the group level or with an individual. The emphasis of coaching may differ significantly depending on which aspect of the organisation and who within the organisation is taking part.
At Integrative Psychology we use reliable and validated assessment measures to evaluate a variety of staff and organisational characteristics. Survey results can inform group level coaching or individual coaching.
The first step is to assess the functioning of the organisation overall and/or the sector within it that is being addressed. Organisational structures when functioning efficiently can promote high staff performance and staff satisfaction, a sense of commitment to the organisation and stability of working teams. Alternatively, frequent, poorly explained and non-negotiated change, limited staff development opportunities and poor management styles can result in staff anxiety, high absenteeism, high staff turnover, and bullying.
Specific areas that can be addressed by coaching include:
- Change processes
- Clarity of change process
- Personality and experience matching for job roles and working partnerships
- Support and feedback structures
- Dispute resolution
- Goal setting and evaluation processes
- Building competency
- Anxiety management
Role of professional mentoring:
- Training to be a mentor
- Processes for suitable matching of staff to mentor
- Development of learning objectives for mentoring experience
- Effective and supportive feedback processes.