Guiding your organisation through cultural change
Kristina's approach is bespoke to your business.
To attract and retain the right people, especially executive women, you need:
Three areas to consider:
A lack of flexibility is key to female executives leaving for pastures new. This is important for all employees and has become even more so since the pandemic. Some firms still haven't adopted the flexible working arrangements required to retain staff, has yours?
Leadership development is key to retaining all employees. There is a tendancy to overwork managers who struggle to balance their day-to-day with their supportive roles. This might mean having smaller teams but more of them. Can your organisation adapt?
A physically and mentally healthy working environment breeds positivity and productivity. If your organisation has got it right, all employees will feel valued, respected and included. With burn-out being such an issue, isn't it worth paying greater attention before its too late?
A recognised psychological condition, with varying degrees of affliction, burn-out is brought about by systemic issues which therefore need addressing at company level.
If you want to retain your people (your most important assets), your organisation needs to better adapt to their needs.
Most importantly you need to address: workload, respect and attention at the individual level - whether they are happy and fulfilled. Support managers to take responsibility for the mental health of their team members.
Beyond achieving better retention, the organisation benefits from the overall satisfaction of the workforce, better productivity and consequently greater profitability.
Ensure committed executive buy-in. Starting with Diversity, Equity and Inclusion training .
Reassess corporate values and the behavioural changes required.
Address the resulting impact on Strategy, Operations and HR.
Establish individual L&D plans via numerous learning and growth initiatives delivered on various platforms.
Measure cost and impact of the project, recognising that greater retention and productivity are the sources of greatest gain.
ICF (International Coaching Federation) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximise their personal and professional potential. With coaching you will learn to ask yourself the right questions and learn the power of creating insights to resolve issues and energise your actions. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership. We all have goals we want to reach, challenges we're striving to overcome and times when we feel stuck. Partnering with a coach can change your life, setting you on a path to greater personal and professional fulfilment.
This is best answered by describing the alternatives. Training is to teach a skill. Mentoring is direct sharing of experiences and insights to support you. Advising or consultancy is bringing you advice. This is usually best used to design or improve strategies, processes, culture, organisations. Counselling is a codified psychological assistance for more complex behavioural issues which go beyond coaching.
This is discussed during a free, no obligation 'discovery' call. Book it here.
They can be virtual or in person in Winchester or London.
All sessions are 1 hour long.
This depends on the programme that you choose:
Grow - Once a month for six months.
Goal - Six sessions, dates driven by you.
Support - Ongoing sessions, dates driven by you.
If you are feeling stuck, unfulfilled and without a clear purpose, struggling with the work-life juggle and suffering from overwhelm or wondering whether you're in the right job and the right organisation, coaching will help.
You might want to increase your presence so you’re heard and respected, or feel that you need to improve your effectiveness as a leader, coaching will help with this too.
If you are struggling with something more specific like dealing with the fallout of a controversial decision or toxic colleagues, managers, or subordinates, Kristina will help you navigate your way through.
This really depends on the complexity of the objective. If the objective is very tactical or situation related, it’s better to think about six sessions over a period of time, usually six months maximum. The frequency is usually less than every two weeks so that the client can have full benefit of reflection between sessions. Kristina will usually let the you determine when you would like to schedule your next session, tying it to something specific that is happening or has happened at work. If the subject is of greater purpose such as “I want to grow my leadership style and skills”, then you would schedule either weekly or bi-weekly sessions, again over six months. The final structure is a retainer basis, whereby you would schedule ad hoc sessions on a high priority basis, again within a six month basis. In each case, and upon mutual agreement, the engagements can be renewed.
Throughout the engagement, you will no doubt reach various insights or “ah-ha” moments. Kristina will always help you to anchor those insights and record them for recall in future sessions and especially during the last session when you talk about an action plan.
How wonderful that your company has put this in place. It usually works in two ways. Either your employer has a budget to pay for a coach of your choice, or they have contracted with one or more coaches to provide the service. Kristina can operate on either a personal or company contract.
Aside from The Coaching Journey described above, you and Kristina establish a contract which generally outlines the elements of coaching, including such elements as the logistics, and the ethical/confidentiality guidelines. You also establish the subject of the engagement in broad terms and then agree a set number of sessions in which I think we can productively cover the subject and desired outcome. Kristina's role is to guide you through the process aiming to progress towards the objective identified in our contract, aware that sometimes, the insights occur outside of the session. You will find that your mind will be working, between sessions. When we then meet, you can share your thoughts as we continue to constructively evaluate your current situation, while delving deeper into your understanding of the issues and beliefs so that we can make progress towards your goal.
You will have already felt that she understands your request and has already added value to your thinking during the initial explorative session. You should feel a connection personally, be comfortable with her and the personality she projects through your session and here on the website. You will already be feeling the value of her methodology and contribution and be starting to realise the insights that might arise during or between sessions from conscious and subconscious thinking, prompted by the work done in the sessions.
You might have some homework in the form of worksheets, or reading. Mostly, you will be thinking about what has transpired since the last session and planning your contributions during the next session.
