Psychometric tools and methods used for increased individual and team awareness:

  1. MBTI

  2. FIRO-B

  3. 16PF

  4. 360 Feedback

  5. Global Executive Leadership Inventory

  6. Cultural Orientations Framework

  7. Expressive arts (Dominique Ringler Bio)

‘’Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential’’ ICF

As a member of the International Coaching Federation Chiterra operates under the ICF Standards of Ethical Conduct, while the chosen coaching approach and guiding principles are described below.

Guiding principles:

Invitation: Coaching will only serve its purpose if the coachee is seeking support on a voluntary basis.

Intent: The dialogue that takes place in the coaching sessions remain confidential between the coach and the coachee.

Independence: The responsibility for taking action based on what has been agreed in the coaching sessions remain with the coachee.

The five steps of the coaching process:

1. Define your goal: The journey begins with the end in mind. As a starting point the coachee will need to define what he/she aspires to achieve with the coaching intervention. In a company setting this stage may involve a three-way agreement including the coachee’s superior and HR. At this stage measurable outcomes will also be identified so that the parties involved share a mutual understanding of what success looks like.

2. Diagnose current state: This stage is about assessment and data collection to help the coachee gain a better understanding of his/her strengths and areas for development as well as to create awareness of the way he/she is perceived by others. Diagnostic tools that may be used here include 360 feedback, MBTI, FIRO-B and 16PF.  The data collection will help identify themes that the coachee may wish to address.

3. Discover your choices: With the assessment completed the next stage is about exploring what can be done differently to improve the current situation, how to leverage strenghts or address areas for development. The role of the coach at this stage is to provide both challenge and support in order to help the coachee find a way forward that is inspiring and energizing.

4. Develop a plan: This stage is about making choices about next steps through the identification of a concrete action plan that the coachee finds intellectually viable, practically implementable and engaging.

5. Deliver results: The final stage is about putting new behaviours into practice and to follow up on previously agreed measurable outcomes.

‘’Finding an effective leadership style is all about authenticity  -  your personal approach based on your own convictions and values.’’

‘‘To better understand others you need to begin with yourself. It’s about discovering who you are, what makes you unique and how you can leverage that.’’