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Not everyone wants to attend a training programme. Not everyone
has development needs that are shared by others. Not everyone can
develop without some external input.
One-to-one coaching is the solution most favoured by Senior Managers.
Often pressed by busy schedules and discouraged from joining training
programmes with more junior colleagues, Senior Managers are nonetheless
one of the most important groups of employees and need to develop
their skills.
The process is simple. We will meet with you to establish where
you want to get to, where you are now and how long it will take
to close the gap. Some people like to take their coaching in half-days,
some in full days, some in 2-hour sessions and others combine all
three.
The first session will normally be taken up with an audit of your
beliefs and values as well as some more traditional achievement
history. We will then relate these to your goals and create a plan
for the change work. The changes are achieved mostly through the
use of NLP techniques, in which we will guide you through processes
that literally programme your thinking or behaviour to achieve your
goals in ways that are natural to you and are aligned with your
values and beliefs.
Once the changes have been made, we will test the results in real
situations and ensure that the new patterns of behaviour are integrated
into your everyday routines and will occur automatically.
The real value of this kind of coaching is that once the work is
done, it's done. You do not have to remember to do something differently,
you do not have to force yourself to do things that don't come naturally,
you do not have to struggle any more. In fact, many people simply
forget that they ever thought it difficult to achieve their goals.
Companies that we have worked with recently:-
- Abacus
- QinetiQ
- TNG
- West Midlands Police
Testimonial from a coaching client:
" With over 20 years commercial
experience, I was more than competent in doing my job but was
constantly ‘proving’ or justifying my actions and
coupled with my over exuberant enthusiasm, my ‘attitude’
was jarring with several senior managers.
In consultation with my line manager, a series of five personal
one-on-one evaluation sessions with Brilliant Minds was deemed
to be an appropriate solution. These were held over the next two
months and we examined how I personally process information, my
approach to work, key drivers and motivations and how they are
all influenced by my long-term social conditioning.
The sessions were enlightening and while there is no “golden
bullet” solution, what they did was enable me to re-evaluate
what I wanted to broadly achieve and identify alternative ways
of approaching situations. Key to this was to take a more relaxed
approach and to become an active listener. Planning meetings in
advance was also identified as important so that I’d explore
the probable expectations of the people I was meeting and develop
a strategy that met their and my outcome requirements wherever
possible.
By slowing down my thought process and the way I delivered my
ideas and recommendations also improved the way people perceived
me. Being rather analytical in my thinking and therefore my delivery
was an issue, particularly when dealing with right brained, big
picture driven people. I now try wherever possible to operate
in headlines, holding back on the detailed factual data. This
higher level approach now means that I come across as suggesting
ideas rather than telling them what is precisely needed which
sits much better with their own egos.
Meetings are now easier, often take far less time to complete
and are more productive. Management perception of me has also
markedly improved, I’m more confident and this is reflected
in my increased productivity. I’ve also discussed a number
of the techniques I learnt with colleagues and they are similarly
adopting them to great effect. The key one being to critique meetings,
no matter who they are with, to provide feedback and either suggest
an alternative approach to the route taken or provide praise for
doing something well. It is important however to acknowledge that
it’s a constant personal development process and that regular
times of self reflection are still needed."
Mr M – QinetiQ
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