Creating a relationship for an individual with a coach is to set in motion a string of circumstances that will ultimately result in creating change.
Coaching is therefore, in Sharon's definition and experience, a dynamic process! The experience of being coached is an active intervention, not a passive one and one that requires the individual to fully participate in.
Sharon is a Advanced Coach and Mentor, having been awarded the CIPD Level 7 Advanced Diploma in Human Resources (Chartered Institute of Personnel & Development) and brings 20 years experience of having delivered 1-to-1 and 1-to-many coaching to her direct and indirect reports at both Microsoft and the BBC, as well as bringing her skills and significant experience as a leader and a coach to many individuals now on a professional basis.
As you peruse a number of the case studies and references given here it will become clear that each coaching intervention is different – we are all unique – and we require different coaching support, challenge and consequently expect to get different results. There are however some elements of the coaching relationship that are consistent from client to client:
- The importance of contracting between coach, employee end employer
- Gaining clarity of desired outcomes prior to commencement
- Setting of structure and objectives for the coaching programme
- Review of situational assessment and other possible inputs
- Establishing confidentialities
- Establishing reporting relationships
It would be almost impossible to set out all the different forms of coaching Sharon could bring to bear for an individual or a team, but please use the navigation below to read more about the areas most frequently requested.