In all our coaching and training interventions we are able to pull on a wide range of up to date neuroscience, psychometric and behavioural tools as well as current thinking in leadership development.
We use psychometric profiles to assist with some of our interventions with individuals and groups, primarily to assist with developing self awareness for an individual and subsequently as a starting point for development and coaching. Psychometrics literally means measuring the human mind as a science. They are useful tools to demonstrate in just what ways we are like and unlike others. They are however simply useful tools and we should not hang all our self awareness judgements on them. We do not like to ‘categorise’ people when we use profile reports; we use them to examine a description of behaviour, not a classification of a person.
Modern advances in neuroscience have helped us understand how our brain works enabling individuals and teams to improve self awareness, emotional regulation and personal resilience. Resilient people demonstrate 3 key behaviours; a clear purpose, a perception of change over events and a perception that change is an opportunity for development. Dr Steve Peters uses his famous analogy of the human and chimp brain (The Chimp Paradox 2012) when describing the struggle between our emotional (limbic) brain – the chimp, and our logical (frontal cortex) thinking or rational brain – the human. For example you may have wondered why your thinking or that of others appears to be irrational at times: jumping to an opinion, black and white thinking, paranoia, catastrophizing or emotive judgements. This is the chimp brain taking over.
In our coaching we look at the struggle that might be happening between your chimp and human brain and at ways to start the process of retraining our brains. Peters refers to the ‘computer brain’ as the means we can use to ‘rewire’ our brain to improve our cognitive flexibility, increase our resilience, improve our attentional focus and influence our mood and state.
Narrative practices are based on the idea that the stories we tell about ourselves play a crucial role in our lives. One of the central premises of narrative practice is ‘who we are and what we do are influenced by the stories we tell ourselves’. The ways in which we narrate those experiences have an impact on how we feel and think, how we see ourselves and on our relationships with others. The way in which we think and talk about our experiences can either make problems bigger or help us contemplate new possibilities.
Neuro-Linguistic Programming (NLP)
NLP provides a set of useful tools to examine and ultimately change patterns of emotional and mental behaviour to enable you to achieve more success. NLP enables you to add flexibility and effectiveness to your work and personal life and to improve the range and quality of your life choices.
Transactional Analysis (TA) is a useful tool that we can use coaching when you want to examine ways of developing yourself to be as effective as possible at dealing with people in the working environment and in your personal life.
The philosophical basis of TA is that:
- as human beings, all people are intrinsically OK, even through their behaviour may not be
- people can think for themselves and take responsibility to make their own choices
- people have an innate urge to grow, develop themselves and make new decisions about their lives.
High Performing Organisations (HPO)
We work in conjunction with the HPO Centre in the Netherlands and their UK partners to deliver the High Performing Organisation (HPO) framework for organisations. This is like an ‘awareness raising’ tool for organisations. The HPO Framework is a conceptual, scientifically validated structure that managers can use for deciding what to focus on in order to improve organizational performance and make it sustainable. The HPO Framework is not an accreditation or a blueprint for how to perform successfully, rather it is a framework that has to be translated by managers to their specific organizational situations which highlights their key areas of attention in order to allow them to perform with advantage. An HPO provides a better employee attitude, better cooperation inside and outside the organisation, better financial results and competitive advantage. An HPO is defined as:
‘An organization that achieves financial and non-financial results that are exceedingly better than those of its peer group over a period of time of five years or more, by focusing in a disciplined way on that which really matters to the organization’. Andre de Waal, Academic Director of the HPO Centre