The approaches which underpin our training and services include the following:
Neuro Linguistic Programming (NLP)
Neuro Linguistic Programming is a model that describes how patterns of behaviour are created by individuals using language and physiology.
As a model of human functioning, NLP describes the processes and patterns (programming) that currently govern our mind-body system and the processes and patterns that could enable us to “run our own brain” in new and much more resourceful ways. NLP is about how to change the communication (mapping, movie-making) so that we can experience more resourceful states of mind-and-body (Meta-Coaching FAQ 2010).
An effective technique for coaching, NLP studies our thinking, language and behaviour, and how these can be changed for individual and business success. It is used to improve relationships and build rapport, manage emotions and thoughts and set and achieve goals (Zeus and Skiffington, 2000).
Neuroscience is at the interface between biology and psychology. It is about the scientific study of nervous systems. It includes study of the nature and functioning of the nervous system at all levels, from the molecules that make up individual nerve cells and the transfer of information from one nerve cell to another, to the complexities of how behaviour, thoughts and emotions are produced.
Neuroscience teachings help individuals create a growth mindset and to have awareness of tendencies towards a fixed mindset.
Hailed as a key to success in life, leadership and business, emotional intelligence takes cognisance of awareness of one’s own emotions and that of others and the ability to manage those emotions.
A definition of emotional intelligence in a business system: The capacity for recognising our own feelings and those of others, for motivating ourselves and for managing emotions in ourselves and others. An emotional competence is a learned capability based on emotional intelligence that contributes to effective performance at work (Goleman, 1996).
The capacity for recognising our own feelings and those of others, for motivating ourselves, for managing emotions well in ourselves and in our relationships.
Based on the appreciative enquiry theory, building on the positive and success of the past, individuals and organisations can work through their challenges and create further success.
Appreciative Inquiry (AI) is a relatively new rapid development, research, and training tool that elicits success experiences from staff and builds upon “the positive” to affect transformational change within organisations, institutions, and communities. It is used as a participatory tool for exploring local contexts and creating positive transformations and personal commitments for change and improvement. Practitioners generally describe AI as a tool for empowering local people to take control of their lives and jobs, to achieve agency, and to improve their roles and working conditions (Messerschmidt 2008).
Appreciative Inquiry has been built on the perception that individuals and organisations tend to focus on problems and what’s not working rather than the positive, successes and what’s working well. Appreciative Inquiry builds on the positive and strengths and provides a foundation for growth and change.
Positive psychology focuses on when people are at their best, and attends to the individual and group flourishing.
Positive psychology is not the focus of the positive at the expense of the negative. Positive Psychology recognises negative emotions, failure, problems and other pleasantries as natural and important aspects of life.
Positive interventions that promote superior performance (Biswas-Diener; 2010).
Thinking Environment Model
In her book The Thinking Environment (1999), Kline emphasises the importance of listening with attention and giving permission to think. The quality of a person’s attention determines the quality of other people’s thinking. The thinking environment is a way of life and work and love and everything being human was meant to be. Kline’s ten components of a thinking environment (1999):
- Attention: Listening with respect, interest and fascination
- Incisive questions: Removing assumptions that limit ideas
- Equality: Treating each other as thinking peers
- Appreciation: Practicing a five-to-one ratio of appreciation to criticism
- Ease: Offering freedom from rush or urgency
- Encouragement: Moving beyond competition
- Feeling: Allowing sufficient emotional release to restore thinking
- Information: Providing a full and accurate picture of reality
- Place: Creating a physical environment that says back to people, “You matter”
- Diversity: Adding quality because of the differences between us
Ennea is nine in Greek. Gram comes from the Greek word, Grammos which means diagram. The Enneagram is a diagram with nine numbers. The nine numbers represent nine different types or nine unique ways in which each of us perceive our environments and learn to adjust to them; they reveal our deepest levels of intrinsic motivation, conflict, anxiety and self-limiting beliefs.
The coaching process enables shifts at a conscious and unconscious level, for enhanced growth and development reaching one’s full potential.