Coaching

Coaching can be used as the sole element in a development and learning program or as a component of a wider program, such as in our Integrated Leadership Programs.

The key feature of one-on-one coaching is that the focus is entirely on the coachee (the person being coached). The benefit this brings to the coachee is a greater level of precision to their learning and development as well as a more immediate and relevant interaction with it. The coaching process and relationship also bring a level of accountability and traction to the coachee’s learning that may be missing in other forms of learning and development.

Online Coaching

Aurora People have many years of experience delivering executive and leadership development coaching online as well as face-to-face. The advent and effective use of technology that supports online coaching means that coaching can deliver the same outcomes regardless of whether it is delivered face-to-face or online with video and audio.

Why Coaching

Regular sessions devoted to one’s own priorities in partnership with a professional and experienced coach is an efficient and effective way to develop and grow. It is a powerful enabler of behavioural change.

As part of a wider program, coaching provides a personal reflection and action point for the learning and experience that the wider program produces and encompasses. It provides both a framework and a protected space in which to reflect upon and embed learning from the wider program.

As a standalone process it provides the same personal reflection and action point but within a context specific to the coachee and their working life. Whilst the process does require the coachee’s commitment and consent, it may or may not have been initiated by them. For example, a colleague or manager may have suggested or recommended coaching to them. Regardless, the impetus and commitment needs to come from the coachee themselves.

Coaching can be effectively used in almost any context in which individuals seek to learn and develop or to change and improve their lives. As Aurora People’s passion and expertise is centred around people at work, our primary coaching focus is on work related development, initiatives and issues. Other factors external to this are not ignored but dealt with through the coaching process as the need arises.

It is important to note that the content of all coaching sessions is confidential regardless of who initiated it or how it is conducted. It is solely up to the coachee as to what they share with others.

Critical Benefits to Learning

As well as providing a greater level of precision to the coachee’s learning and development and a more immediate and relevant interaction with it, coaching brings two critical benefits required for those that wish to learn or improve their lives: clarity and control.
These act as enablers for learning and change. Clarity helps us to see what is important and what is necessary, to delineate between what we want and what we need, to understand the environment and situations in which we operate, to recognise the barriers and enablers to our development.

Clarity then links our intent to action, and through knowing what to do and acting on it, we have greater control. With a greater sense of control, we feel less anxious or overwhelmed and are in a better position to move forward. In essence, we are better equipped to take charge and responsibility for our own learning and development.

Coaching Process

Session Schedule

Coaching is best conducted on a regular basis at regular intervals, ie weekly, fortnightly, monthly or even longer if the coaching relationship and process have been firmly established and conducted effectively for some time. The interval period is dependent on the coachee’s needs, desired outcomes and availability. Sessions are usually an hour long with the first session taking up to 2 hours in order to:

  • assess compatibility between the coach and the coachee,
  • sort any technical difficulties, re online coaching,
  • decide on further steps and for the client/coachee to decide whether to engage the coach or not,
  • establish the coaching relationship, schedule, process and initial number of coaching sessions, and
  • determine needs and objectives.

If the client/coachee decides to engage the coach then an initial number of sessions is agreed upon. It is usual for this to be not less than three plus the first session (four to six is common).

Coachee Actions

Between coaching sessions there will be actions for the coachee to undertake. These actions will come out of the coaching session and be decided upon by the coachee in agreement with the coach. The actions are critical to the success of the coaching process as it is through action that we take responsibility, make change, adapt and improve. Actions and experiences are sources of informed feedback for the coachee and provide the necessary data for reflection and learning.

Engagement End

At the end of the coaching engagement, strategies and ways for continuing the coachee’s development without the coach are explored.

Conducting the Session

There are a number of ways to conduct coaching, including:

  • face to face,
  • online with video and audio, and
  • audio only via phone or computer.

Ideally, all sessions would be face to face, online or a mix of both. The advent and effective use of technology that supports online coaching means that coaching can deliver the same outcomes regardless of whether it is delivered face-to-face or online.

Audio on its own is best used after a number of sessions of visual communication through face-to-face or online video.

Session Location

The location for a face to face, online or phone coaching session can vary. The criteria for choosing a location include:

  • a level of quiet (to be heard and understood),
  • a level of privacy (to ensure comfortable levels of confidentiality),
  • minimal opportunity for disturbance (to maintain focus),
  • minimal distractions (to maintain attention), and
  • convenience (to facilitate scheduling and commitment).

It is expected that the coachee, in agreement with the coach, will take responsibility for scheduling time and location.

Alternate Coaching Environments

Aurora People offer more than just the standard face to face coaching environments such as in one of the meeting rooms at the coachee’s workplace or in a secluded spot at a café.
As well as these typical environments, their variations and online coaching, Aurora People offer ‘Activity Coaching’ and ‘Commuter Coaching’. Both of these combine coaching with another task providing extra value by increasing productivity for time-poor people.

Activity Coaching

There are benefits to coaching side-by-side while undertaking physical exercise provided the activity allows for good verbal communication, for example taking advantage of the harbour or a park for a gentle kayak or walk. Such activities can be easily paused at times to capture actions and decisions. These can be written down, keyed into the coachee’s tablet or phone, or be verbally recorded. Five to ten minutes at the end is used to review and plan further sessions, summarise and capture final actions.
There are a number of benefits to this approach:

  • feeling more comfortable because we are speaking side-by-side or sharing an activity,
  • a mental reboot from time outdoors in a relaxing and/or energising space, and
  • a mental and physical uplift from gentle exercise.

Commuter Coaching

For the time-poor commuter we take advantage of travel time and conduct coaching in our car as we drive you either to or from work. Benefits include completing two important tasks in parallel and arriving with a proactive and readied state of mind for work.
We will:

  • pick you up at home (or drive you home),
  • bring you a coffee (facilities permitting),
  • coach you during the trip,
  • spend a few minutes at your destination capturing final actions, reviewing and planning further sessions, and
  • plan an email follow-up to increase accountability and growth.