Coaching

INFLUENTIAL

COMMUNICATION

EXECUTIVE

PRESENCE

CAREER PROGRESSION PLANNING

Do you want to get CONTROL over your career?

Do you feel like you are being passed over for promotion?

Are you getting the respect and traction on your projects that you deserve?

Coaching can help you

be more INFLUENTIAL,

improve your leadership CAPABILITY and

develop your BRAND and REPUTATION.


As Psychologists and management specialists, we work with each individual as a whole and consider their skill needs, attitudes and motivation. 

We specialise in on-boarding new executives and work with their strengths to create optimal engagement with their new role and organisation FAST.

We assess strengths, blind spots and areas for development and work with our clients to create success based goals, strategic business and operational plans as well as personal development plans.

As Psychologists we engage with our clients in an empathic and realistic way, taking into account their past experiences, skill level and strengths. We follow our IMPACT Model, Insight, Motivation, Positive attitude and ACTion.

Coaching services range from 3  to 10 meetings and often coaches and coachees work on a variety of issues relevant to both their personal and business success.

Assessment Tools used in Coaching

Insight is the first goal of coaching. Through the use of various tools in the coaching setting coachees gain insight and self awareness of their leadership strengths, blind spots and development needs. Tools we typically make use of are:
360-degree surveys - including those already used in the organisation
Personality assessments - such as Hogans
Emotional intelligence assessments - we are accredited Genos EI partners
Career development profiles
Assessments of Intellectual abilities- various assessments are available and as psychologists we are also accredited to use restricted IQ assessments such as the WAIS
Values surveys and activities
Career and development needs questionnaires



How do you know a coaching intervention works?

Coaching is a goal directed activity and goals are set at the beginning of a coaching relationship. They are reviewed as needed throughout the relationship and again at the conclusion of the coaching program. Typically (and particularly with onboarding clients) goals and outcomes include:

Higher levels of retention. New hires are expensive and there is good evidence that induction processes - including coaching - contribute to the retention of new employees. Employees who receive coaching have higher levels of engagement and commitment to the organisation than employees who do not.


Gaining a greater understanding about how to develop self awareness and insight as well as the development of the attribute itself.

The development of a career and personal development plan as well as the ability to review and assess progress towards that plan.

Through the support of the coaching relationship as well as the emphasis on self, participants typically have an increased level of motivation to succeed both in a business and personal development context

Our coaches have strong business experience at a senior level and are working researching with Australia's Number 1 business school.

Because they are up to date and have practical executive experience, our coachees benefit from on the spot skill development areas of executive leadership, thinking skills and cognitive flexibility as well as personal development

Often the main outcome of a coaching relationship is the production of a personal career development plan. As a result of this focus, participants gain a greater understanding about their job related development objectives

Sharper focus on business plan objectives, KPI's, methods and processes for business success are a key activity in the coaching relationship. Whether the emphasis is on business knowledge or skill or interpersonal skills for influence and negotiation. The outcome for our clients is increased effectiveness of the coachee.

For more information about our coaching, please contact: karen@impactpsychology.com.au

 

As Psychologists and management specialists, we work with each individual and organisation in a bespoke fashion. We specialise in on-boarding new executives and work with their strengths to create optimal engagement with their new role, their senior manager and the organisation FAST.

As Psychologists and management specialists, we work with each individual as a whole and consider their skills, attitudes and motivation. We specialise in on-boarding new executives and work with their strengths to create optimal engagement with their new role and organisation FAST. We assess strengths, blind spots and areas for development and work with our clients to create success based goals, strategic business and operational plans as well as personal development plans. As Psychologists we engage with our clients in an empathic and realistic way, taking into account their past experiences, skill level and strengths. We follow our IMPACT Model, Insight, Motivation, Positive attitude and ACTion.

Coaching services range from 3  to 10 meetings and often coaches and coachees work on a variety of issues relevant to both their personal and business success.

Assessment Tools used in Coaching

Insight is the first goal of coaching. Through the use of various tools in the coaching setting coachees gain insight and self awareness of their leadership strengths, blind spots and development needs. Tools we typically make use of are:
• 360-degree surveys – including those already used in the organisation
• Personality assessments – such as Hogans
• Emotional intelligence assessments – we are accredited Genos EI partners
• Career development profiles
• Assessments of Intellectual abilities- various assessments are available and as psychologists we are also accredited to use restricted IQ assessments such as the WAIS
• Values surveys and activities
• Career and development needs questionnaires

How do you know a coaching intervention works?

Coaching is a goal directed activity and goals are set at the beginning of a coaching relationship. They are reviewed as needed throughout the relationship and again at the conclusion of the coaching program. Typically (and particularly for with onboarding clients) goals and outcomes include:

• Higher levels of retention. New hires are expensive and there is good evidence that induction processes – including coaching – contribute to the retention of new employees. Employees who receive coaching have higher levels of engagement and commitment to the organisation than employees who do not.
• Gaining a greater understanding about how to develop self awareness and insight as well as the development of the attribute itself.
• The development of a career and personal development plan as well as the ability to review and assess progress towards that plan.
• Through the support of the coaching relationship as well as the emphasis on self, participants typically have an increased level of motivation to succeed both in a business and personal development context
• Our coaches have strong business experience at a senior level and are working researching with Australia’s Number 1 business school. Because they are up to date and have practical executive experience, our coachees benefit from on the spot skill development areas of executive leadership, thinking skills and cognitive flexibility as well as personal development
• Often the main outcome of a coaching relationship is the production of a personal career development plan. As a result of this focus, participants gain a greater understanding about their job related development objectives
• Sharper focus on business plan objectives, KPI’s, methods and processes for business success are a key activity in the coaching relationship. Whether the emphasis is on business knowledge or skill or interpersonal skills for influence and negotiation. The outcome for our clients is increased effectiveness of the coachee.

For more information about our coaching, please contact: karen@impactpsychology.com.au

 

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