Through a collaborative process of goal identification and interpretation, dynamic questioning, self-reflection, and out of session action plans, self-awareness hence behaviour change may be achieved. The presenting concerns, desired goals, readiness and/or motivation for change within the organisational context are considered. An individualised coaching plan grounded in evidence based best practice is developed.

The mutual trust and connectedness that emerges through the collaborative coaching relationship allows for openness. The leader’s and/or team’s strengths and potential to flourish are supported. Barriers preventing goal achievement are identified and discussed.

Break-throughs on repeated and long-term behaviour patterns obstructing success are often experienced. The doors to performance enhancement are opened.

This self-awareness empowers the leader towards adaption, managing ambiguity and chaos, gaining strategic insight and effecting decisions to transform their organisation towards attainment of peak performance, sustained change and ultimately achieving even more than they set out to. Through their enhanced actions leaders model this new knowledge and change to those they lead, extending the reach of the coaching process. Thus, the positive outcomes of the coaching have a dynamic flow-on effect towards organisational growth.