Performance Coaching

Using professional coaches has been shown to enable individuals to achieve greater personal success, learn from new information, make quicker decisions, face changes and adapt in real time. Coaching provides individuals with the time to focus on their development and gain insights that will enhance their performance. Recent studies have shown a demonstrable return on investment benefit.

At Working Career we have a portfolio of experienced psychologists who have worked as professional coaches in a wide variety of sectors. We aim for measurable and practical changes. The support provided is flexible and dynamic but always rooted by the ethics of our profession.

Performance Coaching is designed to improve performance against current objectives and often focuses on a performance shortfall or on helping ‘coachees’ to acquire a new capability/skill. Typically this lasts for 6 sessions of 2 hours over a 2-4 month period. We have carried this out as an integral part of management development programmes

Examples of the work our team has completed:

Coaching management teams to achieve high levels of sustainable performance. This includes developing business strategies, linking strategy to leadership, visioning, resolving team relationship issues and discovering new and effective ways of working and collaborating within and across teams.

Project Managed and co-ordinated a pan European middle management development programme for leading blue chip organisation which involved 360 feedback and action planning for behavioural change.

Helping business leaders of high tech organisations identify and build on their strengths and development areas as part of a Business Leaders Programme.

Other services available from Working Career:

Career Consultancy-Coaching-Assessment Consultancy-Development Workshops-Conflict Resolution

For further information on how Working Career can provide consultancy services to your organisation, please contact us via telephone or email to discuss your company's specific needs.

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Page last updated on Mon, 6 February 2012