Coaching and Mentoring
"Coaching is unlocking a person's potential to maximise their own performance."
Sir John Whitmore
Coaching For Professional Women
As a busy professional, mother and single parent, Jo McNeilly, Springboard W.A.'s specialist coach for professional women, has had a wide range of life and work experiences that equip her for this role. Jo is passionate about coaching women to lead work and personal lives that flow, are energising and are filled with joy.
Executive coaching is for people seeking a development path tailored specifically for them. The solution focused, action oriented and collaborative coaching process supports individuals in reaching their full potential. Executive coaching leverages the person's strengths in line with their vision and values, for sustainable behavioural change. The format of coaching sessions varies to meet the needs of the individual and could include face-to-face meetings, telephone conversations, shadowing and/or the use of assessments.
Clients are encouraged to contact their coach in between formal appointments.
Group coaching is an effective way to bring coaching to all levels of an organisation. In groups, people learn from each other's experiences to develop their potential.
Groups of four to eight are coached using techniques similar to individual coaching, but with the added benefit of a natural support group which helps to propel individuals forward. Groups are often run with a common theme, such as leadership development or work life balance, but will identify separate pathways for each individual, recognising what will work best for them.
- Group Coaching for Leadership Development
- Group Coaching For Professional Women.
- Group Coaching For Teams
A mentoring relationship is one where a wiser and more experienced person assists another person to grow and learn. The ideal mentor is a person who can be thought of as a tribal elder.
Mentors listen, encourage, inspire, take an interest, share time, give attention, clarify, give suggestions for action, question, suggest alternatives, are trustworthy, provide constructive criticism, open doors, guide and build self confidence.
There are many benefits to an organisation that has a formal mentoring program and a number of effective mentors in place. These include:
- Retention and development of key staff;
- Knowledge of and access to, a known pool of motivated talent, assists succession to management or specialist roles;
- Mentored individuals become sensitive to and understanding of the cultural norms of the organisation;
- Management morale tends to be improved as a result of the increased levels of communication and awareness of what is happening in the organisation;
- People feel valued and turnover tends to reduce;
- The talent pool grow
- Training for Mentors and Proteges
- Facilitate the implementation of Mentoring Programs.
- Coaching for Mentors.
- Mentoring for Professional Women