With over 14 years of coaching experience we have been able to test a wide range of models and tools as part of our coaching practice. Some of these models and tools have proven to be powerful, practical and easy to apply in the real world, so we have made them part of our toolkit.
Leadership Development Framework
What differentiates successful leaders is not so much their philosophy of leadership, their personality, or their style of management. Rather, the key difference is how they inquire into and interpret their environment and how they react when their power or safety is challenged. The only model that can reliably assess the stage of cognitive development where a leader is at and predict their ability to deal with complexity is the Harthill Leadership Development Framework. We are certified in the use of this unique and powerful tool.
Hay Group Leadership Styles
The Hay Group leadership styles are based on joint research with Danial Goleman, who popularised the notion of emotional intelligence. The reason we use the Hay Group model is that the 6 leadership styles map nicely to other common leadership models (see here for details) and that the supporting research identified which styles produce a long-term positive impact on people in the workplace. The styles are also easy to grasp and the model inherently promotes the notion of flexibility in leadership over honing what you are already good at.
The DISC model has been around for a long time and has proven its usefulness in categorising behavioural preferences. Each of the 4 basic behaviours has expressions people immediately recognise in the workplace, making it a great tool for understanding the basics of what drives behaviour. All our facilitators are accredited in DISC.
Effective Teams Model
Patrick Lencioni developed a very useful model of team effectiveness – described in his book The 5 Dysfunctions of a Team. This model assumes that trust is essential for team effectiveness, followed by the ability to engage in constructive conflict. Only with these two bases covered can teams start to look at accountability, commitment and common purpose. We find this model highly valuable in working with management teams.
Behavioural Coaching Model
For our 2-on-1 coaching we combine a broad range of tools and insights from organisational psychology and cognitive-behavioural therapy with a behavioural coaching process. In our coaching, we will focus on giving the client more choices and on the client’s ability to implement these new choices. Our coaching is very action oriented, we want clients to be able to create a new future quickly. We have the necessary training to explain why a client is currently behaving the way they do, but our focus is on making changes and giving the client the tools to be successful in maintaining those changes.
Social and Organisational Psychology
We constantly review the latest research in social and organisational psychology. We are always on the lookout for tools and insights that we can use to improve our coaching interventions. Concepts such as power, authority and personality that have a big impact on behaviour have been thoroughly researched and we have been able to translate these insights into practical tools we use in our coaching and leadership programs.
Behavioural Economics studies how we make decisions in economic interactions and how the reality differs from the common assumption of ‘rational decision making’. These insights are applicable in an organisational context as well, especially things like decisional conflicts, framing biases, hyperbolic discounting and affect heuristics. Behavioural Economics is a relatively young field of research that has already generated a wealth of data on many idiosyncrasies of human behaviour, but has not yet provided a concise model to supersede the rational decision making model.