frequently asked questions

Who are candidates for ‘coaching’?

Coaching is all about helping people develop the skills and knowledge to move ahead. Coaching Commitment focuses on executives seeking coaching services but anyone can utilise coaching to move ahead in their professional or private world.

How is confidentiality assured?

Without integrity your Coach has no professional standing. Coaching Commitment has built this promise into its brand. In the absence of trust, mutual understanding and loyalty the coaching experience is unlikely to offer the benefits you deserve and should expect.
As Principal of Coaching Commitment I give you my word that the coaching experience between the coach and the client goes no further. Confidentiality is the hallmark of a respected coach.

What is the time commitment?

Some clients seek coaching on many issues and others only have a single issue. Hence, there is no formal time frame for the duration or frequency of coaching sessions. At the beginning of a coaching relationship issues are discussed and a suggestion put to the client regarding their coaching program.

How long do the sessions last?

Coaching sessions are usually over 1 – 1.5 hr and, if the client seeks several sessions, the schedule is jointly determined. The coaching relationship needs to be a little flexible to provide clients with the best outcomes.

Where does the coaching take place?

Coaching Commitment will always work with its clients to provide the best outcome. When it comes to convenience coaching is likely to take place close to the client’s place of work but the critical issue is that coaching takes place away from your ‘desk’, in a confidential setting and is not subject to interruptions.

Is there an alternative to face-to-face coaching?

Yes, it is possible to conduct executive coaching over the telephone if clients have difficulty with scheduling due to travel commitments and work demands. Telephone coaching takes the same character as face-to-face sessions and can be especially helpful in highly pressured environments.

How does a coach determine an organisation’s coaching needs?

The coach spends time with relevant individuals to undertake a ‘Needs Analysis’. Observations and strategic recommendations are then summarised in a Plan of Action and submitted to the client for their consideration and approval. The ‘Needs Analysis’ is a critical part of the coaching process. Without it the coach is unable to qualify or quantify the coaching need(s).

Is it possible to bring a team together for coaching?

Yes. The difference is that the coaching outcome is determined in a workshop setting with multiple contributors to the issues tabled. The outcome is dependent on participants engaging honestly and frankly in exercises and discussions. It’s a case of the better the input, the better the outcome.

Do any clients combine individual and team coaching?

Yes, it’s a common corporate strategy. Usually a coach will begin the engagement with individual coaching sessions to unlock the various issues impacting a particular environment or department or organisation and then bring the people together. The coach will work with the group to bring relevant issues to the surface and then work through the issues with participants.

Is coaching seen as an investment or an expense?

Coaching should be seen as an investment given the positive organisation-wide benefits it creates. If good people are better performers and regarded as an asset to be supported they are less likely to leave. They are more productive, individually and collectively, and are more likely to enable better client outcomes. It is a simple but critical three way gain. The multiplier benefit is a ‘no-brainer’.

“Coaching should be seen as an investment given the positive organisation-wide benefits it creates.”