Frameworks

I use a number of frameworks and methodologies to underpin my work, remembering at the end of the day the important thing is to adopt a framework that will work best with each individual client and taking into account their preferred ways of learning and exploring their worlds.

Ultimately it is about jointly finding a framework that will help you in optimising your potential in a way that looks after your intellectual and emotional wellbeing.

An example might be:

DESIRE

D	=	describe the situation, what is happening, who involved, what’s working well, not so well, what are your strengths, what are the derailers, what’s the impact on you, the team, the business, probe for clarification, depth and understanding
E	=	explore the options, what are the possibilities, dream a little, consider all angles, gain insights, consider different ways of thinking, behaving and feeling
S	=	scope out the plan, what needs to change, who can help you, what resources are available, timeframes etc
I	=	implement the plan, get others on board, communicate, communicate and communicate some more
R	=	reach goals – how do you eat an elephant? In small pieces, one piece at a time! It’s about reaching the small goals that land the big ones…and being prepared to ‘flex’ the plan to get back on track, or reach a more clearly defined goal
E	=	evaluate success / benefits – what are the tangible benefits, development of knowledge, skills and behaviours…that makes this a good return on investment,

Working with teams

TRUST

T	=	trusting each other by sharing what it is we want to achieve, both at a business and individual level
R	=	respecting others ideas, suggestions, roles, responsibilities and accountabilities
U	=	understanding individual emotions, feelings, perceptions and ways of behaving and interacting
S	=	succeeding –what does success look sound and feel like, what makes us unique, what might need to change, what resources, creating and signing up to the plan
T	=	team working –collaboratively working and relating together, productively, effectively and efficiently, without losing sight of the fun and enjoyment common when delivering successful outcomes.

As a licensed practitioner of 100watt coaching I use CPIW when looking to support behavioural change: 

CPIW

C	–	Connecting	–	establishing the relationship, listening, building rapport, trust etc,
P	–	Probing	–	asking questions to gain full understanding / clarity of current situation,
I	–	Insights	–	making connections, deeper understanding of what is happening, identification of what needs to happen, what does success now look like,
W	–	Way Forward	–	what are the next steps, creating the plan etc

In addition I am happy to adopt specific models preferred by organisations, for example;

GROW

G	-	Goal	–	what we need to achieve, how will we measure success
R	-	Reality	–	what is happening now,
O	-	Options	–	that are available to achieve the goal,
W	-	Way Forward	–	agree which options and create a plan to achieve the goal