Coaching can help you stand out from the crowd and unlock the potential in your firm by engaging your employees in business development. It provides a collaborative strategy that develops self-awareness and motivates them to deliver.
A company’s value is largely in its staff, and so organisations must actively ensure that employees are engaged with the company vision, as well as developing business strategy and plans. Effective organisational advocates are needed to champion companies and help to engage employees at all levels. In addition, developing authentic relationships with clients is a key fundamental of business.
This requires ‘soft skills’ – those intangible attributes that enable us to interact harmoniously and build positive relationships. Emotional intelligence is a vital component of this skill-set – and, good news – it can be developed through personalised, creative and comprehensive coaching. Coaching a few key individuals can have widespread, positive effects, with whole teams participating in a more collaborative manner (reference 1&2). Compared to other forms of workplace development, including popular methods such as training and 360 feedback, coaching has been found to have the most significant positive effect on work motivation, behaviour and performance (reference 3). And the science backs this up; ‘The Neuroscience of Leadership Coaching’ demonstrates how leadership coaching techniques actively engage different brain areas associated with these positive changes, leading to those critical developments in mind-set and behaviour (reference 4).
Why Does Coaching Help?
Coaching grows the individuals and enhances self-knowledge by giving feedback on skills and progress.
Coaching raises the awareness of the needs of others by asking what makes others ‘tick’ and how to respond. It develops awareness of subtle clues about human behaviour, e.g. key buying signals from clients.
It builds confidence in seeking creative solutions for clients. Is this sales training? No! Coaching develops skills for solution selling, rather than order taking. Can we develop business generation? Definitely!
How Do Thompson Dunn Coach?
By using the same rigorous assessment principles as for recruitment and development.
We establish a baseline from which we explore the developmental needs of the individual or group. This gives us sound data to implement a development plan.
We use tools like the Myers Briggs, Herrmann, Decision Profile and Occupational Personality Questionnaire. Taking a whole-brained approach, we combine science and logic with vision, intuition, feelings and creativity.
What is our value add?
25 years experience as trusted advisors at all levels of the business.
We help you recruit, retain, develop and promote key individuals.
Succession planning and talent development, essential for business growth.
Your trusted advisors.
We help you to deal with pain points in your business (although we prefer to work with a positive approach).
We understand the issues. Like us, your roles demand expert technical skills and academic credentials. BUT in an ever competing world, can you and your key staff members afford not to learn how to develop and sell your skills?
Coaching builds confidence in how to develop and sustain key client relationships. The ultimate tool in selling.
1. Peltier, B. (2011). The psychology of executive coaching: Theory and application. Taylor & Francis.
2. Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change. Journal of Change Management, 14(2), 258-280.
3. Jones, R. J. (2014). Want a Promotion? Then Get a Coach. BPS News.
4. Bossons, P., Riddell, P., & Sartain, D. (2015). The Neuroscience of Leadership Coaching: Why the Tools and Techniques of Leadership Coaching Work. Bloomsbury Publishing.