Coaching blended with 360° feedback tools and psychometrics
At Position 3 we have found that blending 360° feedback and/or a personality profile with coaching to be extremely powerful. Often managers feel something may need addressing, but often cannot put their finger on what. There are other occasions when the manager remains largely unaware of the impact they are having upon others or results, and as such, they may not be maximising their performance or realising their potential.
A 360° instrument can immediately raise their level of consciousness about the impact they are having upon their manager, peers, staff and others with whom they interface. Most of the 360° feedback instruments that Position 3 use will show how the manager compares with other managers in the UK, which when put into context with how the manager would like to be perceived, often provides a powerful impetus for change or development.
Personality profiles will help managers to understand their preferences and pre-dispositions, some of which will be helping them achieve their goals and build constructive relationships, and some of which will be having a less positive effect.
The use of personality profiles in coaching sessions will increase self awareness of individual traits and preferences, and help managers develop greater behavioural adaptability to become more effective in their roles.
Building a coaching culture within your organisation
Many coaching programme providers will merely provide managers with a ‘toolbox’ and a set of techniques. At Position 3 we are Organisational Development specialists. This means we take account of issues such as the direction in which you wish to point your coaching programme, the culture and climate that currently exists in which coaching is to be introduced, and the culture you wish to develop if coaching is to thrive within your organisation. Our coaching programmes will equip your managers with the skills required to coach others within your organisation and if required, we will provide ongoing support in the form of ‘coaching the coach’ until such time your coaching culture becomes established.
Do we have a fixed way of doing things?
- No
Whilst we are familiar with most of the popular coaching models, we do not tie ourselves to any particular one. Each may be more or less effective depending upon the organisation or individual we are working with, taking into account each unique culture, climate and set of issues. Instead we prefer to remain flexible, and tailor our approach to meet the client’s specific needs, style and circumstances.
If however, it is important to a client that a particular approach to coaching or model is used to ensure a consistent coaching culture, we will commit to using that approach.
