Leadership Coaching

Leaders need to know what is happening around them, understand what they are experiencing in the moment, and recognize what it’s like to be in someone else’s shoes.

Good leaders learn how to be in touch with their own feelings. They understand how their emotions affect themselves and those around them, and how they impact performance as a result.

The essence of GOOD COACHING is to build awareness and to influence a work environment of confidence with others that contributes successfully to the growth and performance of an organization.

HR Remote is a leader in driving organizational change through coaching and leadership development.  We facilitate new mindsets and behaviors at all levels of an organization, enhancing employee performance and accelerating group achievement by helping to unlock limits individuals place upon themselves.  We help employees unlock their full potential and accelerate group achievement by redesigning internal relationships and management styles.  Our systemic change delivers an engaging and fulfilling working environment that is fully aligned with your core business strategy.

At HR Remote, we believe the purpose of coaching is to unlock people’s full potential.  Training leaders to adopt a transformational coaching approach is the single most powerful way to develop four fundamental emotional intelligence components which are proven to stimulate high performance:

• Self-Awareness
• Self-Management
• Social Awareness
• Relationship Management

IT ALL STARTS with AWARENESS!

HR Remote’s 1 on 1 leadership coaching develops emotional and socially intelligent managers who are able to successfully lead a modern, agile workforce.

We support the GROW Model.

The GROW Model is an elegant way to structure an effective coaching conversation.  Our objective is to help managers systematically work through the model through the following process.

The Key to GROW:

The key to GROW is to spend time exploring “G” setting a goal, which is both inspirational and stretching, and then move through the following sequence:

Step 1 of the GROW Model – What are your Goals?

• Identify and clarify the type of goal through understanding: ultimate goals, performance goals, and process goals along the way.
• Provide understanding of where to aim with passion.
• Clarify the desired result from each discussion.

Step 2 of the GROW Model – What is the Reality?

• Assess the current situation in terms of actions taken so far.
• Clarify results and effects on previously taken actions.
• Provide understanding of internal obstacles and blocks currently preventing or limiting progression.

Step 3 of the GROW Model – What are your Options?

• Identify the possibilities and alternatives.
• Outline and questions a variety of strategies for progression.

Step 4 of the GROW Model – What will you Do?

• Provide understanding of what has been learned and what can be changed to achieve initial goals.
• Create a summary and plan of action for implementation of the identified steps.
• Outline possible future obstacles.
• Consider the continued achievement of the goals, and the support and development that may be required.
• Estimate the certainty of commitment and the agreed actions – next steps.
• Highlight how ACCOUNTABILITY and ACHIEVEMENT of the goals will be insured.