potential, progress and results

We work with individuals on a one-to-one or group basis and can also support you to set up your own internal coaching program within your organisation or we can help train line managers to improve their coaching skills.

Whether it’s for professional, personal development (or a bit of both), our Achibé Coaches can help individuals make sense of their thought processes and explore what possible courses of action are open to them.  By utilising questioning techniques, we also help our clients uncover what limiting beliefs they have about themselves that may have contributed to a lack of progression in some aspects of their lives.  

We are, however, in an interesting time in business and people development where it is common practice to offer someone a coach as part of their development.  Not to say that coaching isn’t a viable solution for some, but it’s not the right solution for everyone.

Not everyone needs a coach

We could go and list all the benefits of coaching, why it’s good for the individual and for your organisation but we know you know this. 

Instead we will highlight situations where coaching is definitely not the answer and instead, explore what other solutions are more appropriate.  We are a helpful bunch at Achibé and it’s our job to make sure that the solutions we offer are the right ones to save you time and money.  

They don’t want to be coached

It sounds ridiculous, but coaching is an experience where there needs to be mutual trust and a willingness on the client’s part to reflect and explore their actions (or lack of), attitudes and beliefs.

The client has to want to be coached. 

If they are there because they feel like they have no choice, i.e. their line manager has firmly ‘suggested’ they have it, then there is no buy in to the process and it is a waste of time for both us as coaches and also the individual. 

They are very ‘busy’ and are always pressed for time

We had a situation once where we were coaching a very senior manager.  They wanted to be coached and recognised it would be a benefit to them, however, certain cues in their behaviour meant that deep down, they weren’t ready to commit to the process.

For example, they were always late to coaching sessions, with excuses such as ‘sorry the time ran away with me’ or ‘my previous meeting overran’ or ‘my boss needed to talk to me urgently’.

Then after the flurry of niceties, offer of tea, coffee, water, they would then start by saying ‘I’m really sorry, but I have an important call to take so I’ll need to leave my phone on.’  They would then place the mobile on the desk or table directly in front of them so it could be seen at all times.

Not such a big problem, but for the rest of the session, even though their mobile never rang, they would often surreptitiously glance at their phone which meant there were distracted and not truly engaged in the conversation.

Anyone who is that busy that they can’t focus on a coaching session for an hour, is better off not having a coach until they are ready.

They need upskilling, not coaching

We’ve had many conversations with businesses who have identified that some of their managers could benefit from coaching.  Typically, they may be managers who have been appointed to their first managerial, Head of or even Director level role and it is felt that they should have a coach.

When we dig a bit further as to the rationale behind engaging with us for our coaching services, it turns out that for some managers, they actually need upskilling in a certain area.

For example, if Suzanne doesn’t know how to complete the department budgets correctly and on time, the issue is lack of knowledge and not that she needs coaching.

If Dan from the Finance department, keeps hiring the wrong people for his team, then he probably needs training in recruitment and selection practices, not coaching.

If Lydia the Commercial Director, however, has a management style that can make meetings uncomfortable, her direct reports reluctant to come to her with ideas (and issues) and she has a reputation for being a bit of a bully and therefore her peers and even the CEO are reluctant to raise their concerns with her, then coaching could be a possible intervention.

We want to do a great job for you

When you work with us, you will find that we may turn down coaching assignments but we will work with you to explore other more appropriate development tools that can support your team members.  

We charge £225 + VAT for any 60 minute 1-2-1 coaching sessions and these can be done face to face or over a video conference call.

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