Why any business needs Performance Coaching:

I want to grow my business:

Performance management - looking at your business through new eyes.

Before or after promotion or to tackle under performing:

When an individual has been promoted or is being groomed for promotion (even dead wood can be converted) or has the opportunity to perform a new task - or is just under performing.

After appraisals or performance reviews:

To speed up the time the employee takes to reach the objectives set, with lasting effect, and to stretch each individual's comfort zone.

To ensure that someone gets full value from a training programme:

When swamped with work, how many of us have the time to implement our new skills (e.g. time management)?

Research on productivity in a public agency shows that training alone resulted in a 22% increase in productivity, whilst coupled with coaching the rate is 88%. Executive coaching as a transfer tool, Olivero, Bane, Kopelman 1997.

To address business owners' obstacles

Such as lack of direction and control, a failure to convert clients, the need to re-invent the wheel due to lack of systems, and the seeming inevitability of being swamped by the daily detail.

An estimated 82% of business owners surveyed had no formal training to conduct their role. Typical areas of concern include: cash flow problems, productivity, sales, marketing, strategy, time, retention of staff.

The Coaching Academy 2007

If your team is failing to achieve greater performance together than the individuals would apart?

Teamwork skills to reduce interference so individuals can buy into an aligned vision to increase their performance and their contribution, having ironed out hidden agendas, different commitment levels, personality clashes, and different ways of seeing and doing things. Models focus on team members' personal and shared priorities, working collaboratively around the agreed consensus and their contract with customers, their team and their manager, with 360 degree feedback and confidentiality assured. They are then motivated to achieve their objectives, faster than before, operating with freedom in a team that gives them structure.

In effective teams, the output of the team is far greater than the sum of the individuals.

I would like to achieve more at work, and see more of my family:

Stress identification and management, work/life balance, self confidence.

80% of employees thought skills and training programmes essential to improve productivity. We are the hardest working nation in Europe, yet the poorest in productivity. 93% of employers say stress is an inhibitor to productivity.

NOP survey for Investors in People, 2007

Kvarnsrom noted in 1997 that stress and lack of balance between work and life could result in absence due to sickness, including staff turnover, recruitment difficulties, lower quality of work and subsequently lower productivity.

I dread the thought of presenting:

Communication skills.

I want to be an inspirational leader/ I want my management to have more influence and impact on the team's performance and job satisfaction:

Leadership and management skills. It is imperative that deficiencies in approach, strategies and communications are addressed quickly, before the effects cascade downwards.

According to 2002 research by the Council for Excellence in Management and Leadership, 89% of managers who responded were generally not impressed with their leaders. Key characteristics that leaders should ideally possess were identified as inspiration (55%), strategic thinking (41%), and forward-looking (36%).

Is a difficult relationship or change issue diluting my employees' effectiveness?

Conflict management and prevention, change management.

To improve staff retention and give employees a perk that enthuses them:

Whilst conveying their value to you.

Testimonials:

You have a talent for stripping away the layers of an issue to reach the core, where it can be solved. After our first session, the most useful hour of that whole month, I started becoming an authoritative manager rather than a 'doer' which has benefited my colleagues as well as ultimately the service we provide to our carers. I can do so much more in my average day which has made a world of difference in my professional and personal life.

Micheala Clack
Administration Co-ordinator
Carers FIRST
www.carersfirst.org.uk

Diana's perceptive questioning and exercises enabled me to discover what was draining me and to rewrite my day to achieve as much but have more personal time. This restored my work life balance, which in turn increased my productivity and eliminated my feelings of stress.

Julia Fenwick
Business and Systems Manager

Our work on conflict has paid off multifold. By looking at different styles of approaching conflict, together with imagining myself in others' shoes, I am confident that I will deal with conflict more constructively in the future, as a result of your mentoring.
Our sessions have made me much more aware of what I value highly, and how to safeguard those values. One insight was like a bolt of lightening and the more I reflect on it, the more useful that information about myself is.

Kate Pink
Freelance Picture Researcher and PA