Coaching has become "fashionable" over the last couple of years. For those of us who have been involved in business coaching as a leadership and performance enhancement tool for over thirty years, this is both good news and bad news...

• The good news is that, because of the much higher public profile of the "label", organisations and individuals are becoming increasingly aware of the potential benefits of incorporating coaching into their overall learning and development strategy.

• Unfortunately, the bad news is that the plethora of academies, forums and institutes apparently focusing on coaching has led to increasing difficulty in finding a provider who can best fulfil your needs.

Word of mouth is, and remains, the most powerful recommendation for coaches and almost without exception, Vievolve's coaching clients have come to us because of a personal recommendation from someone else.

What is it that distinguishes our approach from the rest? To maintain our reputation as one of the leading suppliers of business coaching in Europe, we offer two distinct approaches:

For those organisations wishing to establish access to an external coach, the process is very simple:

• We confirm a contract of confidentiality so that the individual can be assured that there is no feedback to his or her employer unless specifically sanctioned by the coachee.

• We identify with you, if appropriate, what the desired outcomes from any coaching relationship are from the sponsor's perspective.

• Because there is no minimum contract, you have absolute flexibility in terms of how often you access the service.

• We confirm the confidential nature of the coaching relationship

• We agree initial desired outcomes - this will normally be for the first session only (two hours normally) unless the coachee already knows that they want to undertake a series of meetings

We believe that there is a difference for most organisations in the level of experience and expertise that they might reasonably expect from an external coach as compared to an internal coach. In the latter case, competency in career, task and performance related contexts would be expected whereas the majority of internal coaches would not necessarily expect to deal with deep-seated "life" issues. This may be the primary role for the external coach. Coaching programmes are designed on an individual basis for each specific client although they normally fall into one of two major types of workshop:

Introductory and advanced programmes will be designed for managers and others who want to develop or increase their coaching skill. Inputs are provided on the most effective methods and ways of thinking exhibited by exemplary coaches. Core inputs typically include ...

• Outcome thinking as a strategy for increasing performance

• Introduction to Values Theory.

• Influence of values on activity - especially where actual behaviour varies from what is desirable.

• Impact of Graves Vales system on performance and expectations.

• Influences on change.

• Requirements for any change to be sustainable over time.

• Structure for defining what level of thinking has to be triggered to secure commitment and change.

• Increasing influence through tonality and non-verbal behaviour.

This is the most common intervention for those clients with existing internal coaches who wish to raise their level of expertise and confidence. This workshop is very informal in style and normally enables highly individual outcomes to be achieved by participants. The basis of this type of workshop is as follows:

• Live coaching with 'real-time' coaching of the coaches

• Immediate review of individual recorded sessions

• Additional inputs on appropriate technologies and ways of thinking added as required.

Our coaches are all INLPTA Trainers or Master Practitioners with strong business experience.

Contact us for an initial discussion on your potential requirements.