Coaching
Coaching is an essential part of growing your organisation. It is an effective methodology to help expand your team member's maturity and understanding. Most of the coaching we do is in response to clients' request to assist a member of staff in meeting the challenges of their position.
Some of the coaching we do is ‘Interventional’ – meaning that there is a problem (often creating friction in the workplace) and we are asked to coach the person towards a resolution.
Both Kellie & Gary are highly effective Leadership Coaches. Our role in these cases becomes a combination of trainer, coach and mentor applying our coaching styles and skills to assist the person we are working with.
Our clients choose to use the style that they (and us) believe will be most effective.
Some of the coaching we do is ‘Interventional’ – meaning that there is a problem (often creating friction in the workplace) and we are asked to coach the person towards a resolution.
Both Kellie & Gary are highly effective Leadership Coaches. Our role in these cases becomes a combination of trainer, coach and mentor applying our coaching styles and skills to assist the person we are working with.
Our clients choose to use the style that they (and us) believe will be most effective.
Our two coaches and their different styles. Between them, Kellie and Gary have delivered over 4000 hours of coaching!
Kellie Mills' style of coaching is called 'Reflective"
Why Reflective Coaching? Reflective Coaching was developed by Kellie Mills in response to requests by client organisations for a different approach to coaching. Kellie works with managers and staff on their people and leadership skills. She is more than just a sounding board or knowledgeable guide for the coachee. Instead, she holds a mirror up to their behaviour, attitudes, leadership and communication styles in a safe environment - this new perspective highlights the areas for development and helps create positive change. Words that clients use to describe Kellie’s style include:
Gary Eaton's style is called 'Strategic'
When working with staff and managers at all levels, we are looking for a way to help them change perspective as well as understand the best way to achieve positive results (often in difficult situations). By taking a Strategic view, Gary works to assist the person he is working with to understand how to respond to the challenges (current and future) and to build their skills in order to provide the best response. Additionally, Gary has had the experience of many cultures including Asia, Ethiopia, United States and other western cultures. He is often tasked to coach individuals not from Australia, to help them fit in to their Australian roles from a cultural perspective i.e. understanding how to work with Australian staff - whose culture is strange to those from elsewhere in the world.
Why Reflective Coaching? Reflective Coaching was developed by Kellie Mills in response to requests by client organisations for a different approach to coaching. Kellie works with managers and staff on their people and leadership skills. She is more than just a sounding board or knowledgeable guide for the coachee. Instead, she holds a mirror up to their behaviour, attitudes, leadership and communication styles in a safe environment - this new perspective highlights the areas for development and helps create positive change. Words that clients use to describe Kellie’s style include:
- Reality check
- Practical
- Unique approach
- Unpretentious
Gary Eaton's style is called 'Strategic'
When working with staff and managers at all levels, we are looking for a way to help them change perspective as well as understand the best way to achieve positive results (often in difficult situations). By taking a Strategic view, Gary works to assist the person he is working with to understand how to respond to the challenges (current and future) and to build their skills in order to provide the best response. Additionally, Gary has had the experience of many cultures including Asia, Ethiopia, United States and other western cultures. He is often tasked to coach individuals not from Australia, to help them fit in to their Australian roles from a cultural perspective i.e. understanding how to work with Australian staff - whose culture is strange to those from elsewhere in the world.
If members of your staff require a Coach, we can and do provide that service.
Coaching is called for when a person (often a supervisor) is struggling with the people management aspects of their job. In this case the coach is there to determine the areas requiring skills and then provides that skills training. Likewise, if your organisation is wishing to develop an internal coaching or mentoring program, we can assist this process by providing staff training, program templates and related services. Coaching is similar to Mentoring, but it is much more directed towards teaching skills.. The Coaching Relationship A coach is usually retained by management in an organisation for the specific purpose of assisting a member of staff in the performance of the people managment part of their role. In addition to the services provided to a mentoree, the coach will provide specific tools* for use in dealing with the specific day to day issues raised in the initial discussion with the client (and their manager). The coach’s goal is to provide a forum for continued self-assessment by the client, identifying strengths and areas for improvement. The Coach will provide the following services:
The Coach’s service will not include:
The Mentoring Relationship Mentoring is driven by the mentoree. Mentoring is a power free, two-way mutually beneficial relationship. Mentors are facilitators and teachers allowing the protégé to discover their own direction. Mentorees say things like: "They let me struggle so I could learn." "Never provided solutions—always asking questions to surface my own thinking and let me find my own solutions." In a recent study, the top four words chosen to best describe their mentor’s dominant style were—friend/confidant, direct, logical, questioner. Mentoring is the all-inclusive description of everything done to support protégé orientation and professional development. Coaching is one of the sets of strategies which mentors must learn and effectively use to increase their protégés' skills and success. In other words, we need both mentoring and coaching to maximize learning and development. Mentoring is the larger context and developmentally appropriate process for learning of technique and all of the other professional and personal skills and understanding needed for success. The Tools We Use in Coaching In most engagements we find one or the other of these tools beneficial in assisting the person we are coaching. Belbin Team Role Theory® This tool assists the individual in gaining a greater understanding of themselves, the roles they take in a team and how they are perceived by others - thereby enhancing their overall effectiveness
Practical applications for organisations
For more information on Coaching and our tools, please contact us. Do you require Mentoring Training? We have assisted many organisations to set up their in-house mentoring programs. If you would like more information on the Mentoring or Coaching services provided by Mills-Eaton, please contact us. |