All emergentedge consultants are skilled, trained coaches, utilizing coaching in almost every intervention, either as a direct formalised part of the process, or as part of the guiding conversations within the work remit.

We believe that many of us have the power to become more, to contribute more and to expect more from our personal and professional lives and that with support and coaching we can release that power and genuinely enrich our lives and those around us.

We coach by blending detailed insights often supported by profile data with pragmatic yet powerful skills in coaching individuals and teams. Our coaching style has been described as engaging, intuitive, supportive and collaborative. We work hard to ensure we match the needs and style of our clients, thus creating the rapport to engage with each individual and support their personal journey of exploration, inspiration, discovery and change and development. Highly attuned listening and observation skills as well we appropriate intuitive questioning are key skills.

In one to one coaching and team development we use a wide range of models, architectures and processes to stimulate learning and instigate appropriate development. These include Logical Levels, GROW, Transactional Analysis, Satir's model of communication as well as aspects of the Change Curve and Situational Leadership. There are so many such models to draw upon...the key for emergentedge is appropriateness to our clients needs!

Corporate wide programmes incorporating coaching designed to create a platform for change, transformation, or even survival often include:

  • research and diagnosis
  • expectation setting and contracting
  • designing tailored approach
  • delivery
  • impact analysis and assessment.

Team coaching designed to accelerate and sustain team performance.
Programmes typically comprise:

  • research, diagnosis, cooperative tailored intervention, design, planning and review
  • cutting-edge team programmes combining team and individual learning events and interventions and coaching, with the emphasis on definable outcomes and behavioural change designed.

One to one coaching programmes are likely to include:

  • company and personal goals and objectives clearly set
  • series of one-to-one sessions
  • 360ยบ feedback
  • in-role observation and feedback as agreed
  • profiling (we tend to favour profiling tools rather than psychometrics tools as the later tend to define and label whilst profiling is indicative of preference and development)
  • regular feedback between coach, client and, where appropriate, organisation sponsor.

Clarity of agreed coaching objectives, candour and honesty of the employee and coach, commitment of the employee their line manager and the internal sponsor to the process and objectives, confidence in working with the chosen coach and agreed confidentiality are paramount to achieving your organisations return on investment for the coaching/learning intervention.