Evolution of Change
Organisational Coaching
Distill. Compel. Deploy. Propel.
Distill great ideas into action
I have extensive corporate experience, deep levels of emotional intelligence and a genuine passion for developing others. I apply techniques and structure using powerful questioning and deep listening to elicit developmental goals. You have great ideas, we'll get them into action.
We'll explore different perspectives and alternate story lines to generate new thinking from which comes clarity and solutions emerge. By examining strengths, relationships & situations, coaching will bring about personal growth and change more quickly and effectively by creating time, space, self-awareness and provide accountability of action.
Through onsite or virtual interaction, a coaching program can be developed, trust built and goals achieved.
| "Kellie has created a focus on performance and accountability using a combination of intensive interpersonal coaching and creating a new framework"
- Director, Deloitte
Lunico coaching framework is simple
The high quality of delivery is through evidence-based research, ongoing professional development in the behavioural science, and a well-regarded coaching framework.
Basic step process for developing a coaching programme:
- Identifying individuals or teams for coaching as part of people development strategy or specifically to support a organisational change project
- An initial 3-way meeting with coachee to establish purpose, outcomes or desired goals.
- Subsequent one on one sessions over regularly periods as part of a programme or project delivery
- Strengths-based surveys or 360 feedback may also be used.
- Final report to summarise key outcomes if appropriate.
The process of coaching is varied, iterative and often circular. Therefore, whilst not linear, progress will be made by using the below process elements.
