THE WAY WE WORK ...
We work in the processes by the ethical guidelines and standards of the International Coaching Federation (ICF) as developers and coaches. We are responsible for the process, the frameworks and the supportive, inspirational atmosphere where the leader learns, develops, changes and works to achieve his or her goals. Our main tools are our personality, our effective questioning techniques and our active listening. Every coach is member of the International and the Hungarian Chapter of ICF.
We work in the processes by the ethical guidelines and standards of the International Coaching Federation (ICF) as developers and coaches. We are responsible for the process, the frameworks and the supportive, inspirational atmosphere where the leader learns, develops, changes and works to achieve his or her goals. Our main tools are our personality, our effective questioning techniques and our active listening. Every coach is member of the International and the Hungarian Chapter of ICF.
METHODOLOGIES AND TOOLS
WE WORK WITH IN ADDITION TO THE FOUNDATIONAL TOOLS OF COACHING, FOLLOWING THE PRINCIPLES OF ICF’S
INDIVIDUAL PROCESSES
| Solution focus coaching |
| Role-centric tools, dramatic tools |
| Use of creative tools, visuality, symbols, use of creation |
| Transactional analytic models |
| Use of Gestalt approach and elements |
| NLP exercises |
| Cognitive and skill-developing models |
| Action-oriented coaching |
| Leadership theory models |
| Behavior, competence and skill tests |
| Shadow coaching |
GROUP AND TEAM TEAM PROCESSES
| Action Learning |
| Solution focus team coaching |
| Action-oriented coaching -dramatic tools |
| Project follow-up coaching |
| Thematic coaching after trainings |
DIAGNOSTIC TOOLS
Tools we use to support coaching processes
INDIVIDUAL COACHING
Usually business coaching is for solving problems caused in business field, but it can be very helpful in acquiring different skills, as well. When we say “executive coaching” we mean coaching of top management. In this case it’s about the “personal training” of top managers, typical topics are strategic questions, change management and leadership dilemmas.
We help leaders, managers, entrepreneurs with business coaching. The range of possible topics is wide. It can vary from career coaching to skill coaching. We can work on the development of basic leadership skills (motivation, team building, delegation, decision making, organization, communication, etc.) in order to create a ground we can build on later. Other interesting topics can be stress management, personal branding or career management.
We believe that the goal of the coachee could become more absorbed and more punctual during the process, so our goal is not just supporting them to make action plans but to generate sustainable change in personality-, consciousness- and self-knowledge dimensions.
We often use the following models: GROW (Goal, Reality, Opportunities, What?), RAMM (Result, Action, Measure, Modify), SPARKLE (Situation, Positioning, Alternatives, Key obstacles, Route, Leverage, Evaluations), SURF.
We have our own model which was created by the experiences of working with leaders:
G
GAP= difference, lack of something, a desire to be different and define it as a goal
R
Reflection= others’ and my reflections
E
Energy= find something that makes me energised to jump over the GAP, something that really motivates me,
A
And= getting past from the old operation to the new one, while becoming more conscious, polarity
T
Transform= transforming, interiorizing and practising the new function in vitro, then in vivo
TEAM COACHING
The most useful tool for forming and developing a successful team by our experience is team coaching because it’s a coach-led process and its main goal is to reach the team goals and it’s built on the team’s strengths, energy and the knowledge, ideas and experiences of its members.
It’s a developmental method that creates a learning process by processing the team’s current obstructions, questions and problems. The team coaching’s main goal may be to increase the team’s performance, level of trust or cooperation, to clarify the team roles or to make the team’s strategy or function, too.
The process consists of a minimum of 4 session.
GROUP COACHING
The group coaching is a developmental method where the individual development of the participants takes place along a specific theme with the active participation of the group.
In group coaching we deal with skill development, problem solving, managing personal effects of organizational issues, personal obstructions. We also mobilize the actual coachee’s resource in order to make progress.
The participants won’t be only witnesses but will also be actively involved in the progress of the actual coachee and, by doing so, they can also step ahead in their own topics.
There can possibly be 2 coachee in one session
ACTION LEARNING
In case of action learning we are talking about a special form of coaching in small group human development. The group meets at a predetermined time and frequency for a few hours or for a full day. Action groups are supported by knowledgeable and trained facilitators, where participants have the opportunity to work on their own individual or organizational topic and to play an active role in the development of another with coaching support.
A módszertant Reg Revans brit professzor fejlesztette ki, melynek mozgatórugója az embereknek az az alapvető késztetése, hogy ne arra összpontosítsanak, amit tudnak, hanem inkább arra, amit nem. Mindehhez szükség van az önvizsgálatra, a kérdésfeltevésre és a mély magunkba nézésre. Revans szerint a tanulás az irányított tudás és a tudatos kérdezés eredményeként valósul meg.
The methodology was developed by Reg Revans, a British professor. The driving force behind the theory is the basic urge of people not to focus on what they know but rather on what they don’t. All this requires self-examination, asking questions and looking deep into ourselves. According to Revans, learning is the result of guided knowledge and conscious questioning.
LEARNING = KNOWLEDGE ACQUIRED + QUESTIONING
TRADITIONAL LEARNING
| classroom based |
| individual focused |
| built on input information |
| focus on knowledge |
| passive |
| focus on the past |
| focus on investing |
| focus on the curriculum |
ACTION LEARNING
| workplace based |
| group focused |
| result oriented |
| focus on action |
| active |
| focus on here and now |
| focuses on return on investment |
| focus on the market/client |
CONTACT
FURTHER INFORMATION
BARBARA NÉMETH BITE MCC
CEO, executive and business coach, trainer, leadership consultant, organisational development expert
bite.barbara@coachingteam.hu
