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The Tree |
Executives are like trees, they have a great natural potential. However, they need to know all their characteristics (values, personal and life goals) if they want to grow and blossom. |
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The Soil |
Knowing the composition of the soil (values and goals of the organisation) is a major component of success. The tree needs that it provides all the required basic nutritive elements. |
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The Environment |
The environment (changes, crisis, development, stability, takeover…) also matters. The tree is part of it and one must be sure, it has the capacity to adapt. |
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The Path toward the Goal |
To ensure the harmony, which allows the tree to blossom, all these interactive elements will have to be deeply scrutinized.
Otherwise one may have spent a tremendous amount of money to buy a tree and see it stunted and shrivelled. On the contrary, with mastery, you will see the tree growing, blossoming, producing fruits and even offering its shade and seeds to the others. |
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The tree will accomplish its goals and may even surpass them. |
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| Tree Coaching Model Step by Step |
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| Objectives: |
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The tree coaching model aims to support the clients in reaching their goals and leveraging all their potential, thanks to mastery and harmony between the clients, their organizations and their environments. |
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| Our Belief: |
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A good Bridge player is someone who masters her or his cards and can figure out the cards of her or his partner and opponents. With all these data, she or he can anticipate the strategy of the others and establish her or his own one accordingly.
“The real secret of the expert is to make logic seems like flair”. Hugh Kelsey – Bridge Quotes
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The coaching process is not a sticker you put on a person, hoping it will solve a problem without addressing its roots.
Executives have strong challenges to meet. To develop themselves, they have to get a clear awareness of their values, strengths and weaknesses, as well as life goals. Without this vision, the efficiency of the coaching process is compromised. It will act like a placebo and will not last long.
This, however, is not sufficient. Executives also need to understand the values and aims of the organisation. They must be sure they suit them. This will allow them to be in a position to understand the requirements, and even to challenge them to excel.
Appropriating the reality of the organisation will empower executives. Then, they will be able to move forward in the coaching process and reach a “shared” goal. The definition of the steps to reach the goal will be facilitated and even more efficient.
Thanks to a better awareness of their strengths, executives will have the opportunity to explore other additional personal developments which may lead them to surpass their goals. |
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The Coaching Model |
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Phase I: Supporting the clients to clarify who they are, in order to set their development process on a strong and solid basis |
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| Two periods: |
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First period |
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- Clarification of personal values
- Clarification of personal life goals
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Second period |
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- Awareness of “ who I am” - my strengths and weaknesses
- How people perceive me
- My behaviour,
- My way of communicating …
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- Clarifying how I perceive the others and why.
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This first phase is critical. The clients need to be completely and deeply aware of their own realities. The deeper the mastery of their internal and outside realities is, bigger will be their capability of personal development. Enhancing their strengths, will be most powerful during this step
It will also be an opportunity for them to understand how the coaching process can support them, and to build up a secure environment with the coach.
This phase is very powerful and it requires a strong commitment from the clients. It must be clearly explained at the early stage of the coaching process.
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Phase II: Understanding the organisation, the achievement of the goals sets by the organisation or the person and defining the path to reach the goal. |
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| This second phase will emphasis on: |
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First Period |
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- Working on the values of the organisation, its goals and vision
- Understanding the goal sets by the organisation, the clients
- Working on how this development will sustain the organisation objectives and the clients’ objectives.
- Empowering to reach the goal
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Second Period |
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- Defining the path and the steps to reach the goal
- Discovering and analysing why the clients could surpass those objectives and how
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| Phase III: Toward the goal. |
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This phase will be focusing on supporting the clients in moving forward to reach their goals. It will be done using the clients’ daily life so they can practice themselves, gain awareness of their behaviour, and feel the reward and efficiency of their development and progress.
The coaching will focus on establishing long term goals meanwhile ensuring quick wins so the clients feel supported and empowered. It will help them to demonstrate how they have changed to the people and get positive feedbacks.
The clients will be supported in discovering what additional competencies or knowledge they could reinforce to feel more comfortable when reaching their goals and even surpassing them.
The coaching process during this phase will work on anchoring the new habits and enjoying the comfort and the empowerment they provide.
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Lasting improvement comes from obtaining—and acting on—honest feedback about performance. By assessing their progress, the clients will be able to build on it and improve even more!
Development is a self-reinforcing, self-perpetuating habit that continues to serve you long after the formal coaching engagement is over. |
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