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The Beech Consultancy is a performance development consultancy working with managers and leaders to drive individual and organisational success.

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The following are some of the questions we are regularly asked by potential new clients, and may be of some help in understanding our thinking around some of the common themes associated with Performance Development.


How do I decide whether the Certificate in Performance Development Coaching is the right programme for me?

Our View: There are of course many coaching capability development programmes available, and it can be sometimes difficult to appreciate the differences and therefore decide which is right for you. Some programmes largely use distance learning approaches, others last for just a day or two. Most will offer some value, but participants need to clearly match their needs to the outcomes the programme aims to achieve.

The Certificate in Performance Development Coaching is aimed at those already engaged in some form of one-to-one personal development responsibility, whether as an independent consultant or perhaps as a learning and development professional or senior manager within an organisation. The programme is an intensive, highly practical development opportunity going much deeper than just looking at practical coaching skills. Personal values and working styles are explored as is the nature of relationship and how you would engage with support and supervision interactions. However, because this is a very personal development process, we offer all interested individuals the chance to come along to a free selection centre day where you can practice your coaching in a safe environment and get some immediate developmental feedback as well as learning more about the programme itself. You will then be in a position to determine for yourself whether the programme is right for you before you commit to taking it further. Please enquire for further information by clicking here.

 

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What is non-directive coaching?

Our View: Non-directive coaching is a method of supporting the development of someone by challenging them to think through and develop their own solutions, without offering in opinions, advice or leading thinking. This is a fundamental approach adopted by The Beech Consultancy in many client interventions to maximise sustainable outcomes. 

The benefit is that when the person being coached figures out the solution / course of action / decision themselves, the degree of buy-in and the will to pursue the outcome is much higher than if they had just been told what to do. Perhaps more importantly, the approach is highly developmental, encouraging the coachee to think in new ways, see new possibilities and develop a greater confidence in their own capability. 

Incidentally, a ‘coach’ who offers advice based on their own experience, suggests options or offers ideas as actually acting as a ‘mentor’. This can be a useful and often complimentary approach to take, especially for someone who is new to a role or is in a totally new environment, but the outcomes and purpose of mentoring are very different.

 

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Can you do me a team building programme to improve our team performance?

Our View: Maybe, maybe not! The Beech Consultancy does not provide off-the-shelf training programmes, so the frequent requests we get to run specific skills programmes or team building events have to be handled carefully. 

First we would try to work out with you why you have got to the point where you feel ‘team building’ is necessary. Usually this is because the team is relatively new, or has been formed out of the combination of several smaller teams. Alternatively it could be because the team is not really performing in some way and needs re-motivating. In either case we would challenge you to explore what the root causes are to the perceived performance issue and understand what else in the organisation is supporting or challenging those causes. 

Frequently, ‘team-building’ is a short-lived solution, raising energy for a few days, but often not delivering sustainable benefits. The Beech Consultancy would therefore choose not work with this kind of intervention in isolation. However, by exploring some of the underlying issues there may be additional elements which can be addressed to deliver a sustainable shift in performance, which will be determined by your unique organisational context, culture and people. This is where The Beech Consultancy can offer in maximum value.

 

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What are competencies and how can they help my business performance?

Our View: Increasingly, competencies are being used by organisations to support people development, but in truth there are many different approaches to the implementation of a competency framework. 

Competencies could be viewed simply as a clear definition of the expectations an organisation has of its employees and management. They frequently included defined skills, knowledge or experience someone must deliver into their role, but increasingly they also define expectations of behaviours and attitudes. For example, managers may be expected to behave in a way which demonstrates respect, inclusivity and support for team members. The competency framework will define what this means – what specific observable behaviours will be demonstrated. By being specific, the individual can be supported in the development of more effective interactions with colleagues and can be appraised against a well defined and understood organisational standard. 

The Beech Consultancy can help develop and implement unique competency framework approaches for client organisations which will be both appropriate and relevant and will be linked directly to organisational performance outcomes.

 

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The environment I am working in is negative and de-motivating. What can The Beech Consultancy do to help?

Our View: Actually, the more appropriate question here is what are you doing about it? An important element of The Beech Consultancy’s work with clients is to explore the issue of self responsibility. We are not in the business of changing things for you. At best that would produce short term benefits. For a sustainable shift, you and your colleagues will need to recognise your own impact on the way things are currently and accept your responsibility for doing something about it. 

We are there to help, support, coach, add input and steer things if necessary, but the solution being driven from within will be the one which generates the most sustainable successes. Let us help you challenge the way things are and have the confidence to drive change from within.

 

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I have enjoyed being involved with The Beech Consultancy as a client/programme participant, and would be interested in knowing whether I might make a good consultant?

Our View: We are happy to say that many people become really engaged with the type of work we do, and appreciate the values and approach we use in our relationships with clients. We are also flattered that this inspires some people to consider their own potential career options. 

Our suggestion would be to initially consider yourself as an ‘internal consultant’ within your organisation. Given that context, where could you add value to your business? How effective are you at influencing? To what degree do you seek to understand the viewpoint and priorities of others? How effectively do you offer supportive challenge and questioning? How skilful are you at non-directive coaching? You are probably in the best position you can be to challenge your own capability in these areas, to seek feedback about your consultancy capabilities, to develop your skills, and to try out new approaches. The result could be that, over time, you recognise the contribution you can make to your existing organisation’s performance through the practice of these skills – irrespective of the role you fulfil. Your organisation may also recognise your contribution and support your ongoing development needs. Being a great consultant is not a job – it is a set of behaviours. The question to ask yourself then is ‘what is preventing me from demonstrating great consultancy capability right now, and what am I going to do about it?’

 

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