In my many years of coaching I have learned that every situation, every client and every business is different – that’s why I strongly believe coaching must be bespoke.
For you to get the best possible outcomes, you need a coaching programme that’s crafted to your specific needs and goals.
When you call me to ask me about coaching, I’ll set aside a good amount of time to chat and analyse your business and current situation. I’ll find out exactly what makes you tick, what your goals and dreams are, and what your biggest challenges are.
Once we define these things, we’ll discuss the format of a coaching partnership. This might be a weekly meeting or, in some cases, a bi-weekly or monthly meeting. Or, we might structure a shorter series of workshop sessions to address one or two particular issues.
I have worked with business owners around the world using video calls and clients have told me that this works very well for them.
Rhys owned a construction business and the industry was in full swing. His sales were growing but he faced a major roadblock: he was struggling to expand his team to keep up with the work. Good builders were incredibly difficult to find.
When I started coaching Rhys, he’d tried recruiting new builders and apprentices over a period of several months. Some just weren’t doing what they were asked, while others were unproductive or not meeting quality standards.
Rhys told me it felt like each time one staff problem was solved, another reared its head. While he was clearly frustrated with the setbacks, Rhys was full of courage to keep at it.
We worked on together to develop a one page strategic plan for the business. This involved a recruitment and training process, adding a management team and processes for the key parts of the business. We also developed a marketing and sales plan. All of these areas were focussed on a very specific type of renovation project with set parameters so all of the jobs were quite similar.
Rhys later told me that when we worked together, much of what we worked on wasn’t that difficult. He could actually research some things online. He said the thing that was indispensable and that kept him coming back was that, during our weekly meetings, we stayed focused on progressing his strategic plan.
Each time Rhys had a setback, we went back to the plan. Sometimes we adjusted the plan slightly to make it work. We didn’t focus on the setbacks for long; instead, we focussed on Rhys’ plan and we kept the business moving forward consistently, even if it wasn’t always as fast as he’d have liked.
As a result, Rhys managed to hire and train the right staff and he achieved this almost within the timeframe we’d originally set. He fitted out vans for each team member, and went on to increase his revenue by an impressive 62% in just four months.
How did Rhys congratulate himself? He went on a mid-year boat cruise to Vanuatu! And while he was enjoying a well-earned break, his team successfully completed several projects, and Rhys was surprised they could do it without him.
Rita* got in touch with me to ask for help with improving the team culture at her North Shore childcare business.
Rita told me there was some conflict within her team. Several staff members were unhappy and not on the same page. Rita was frustrated because her team didn’t seem to be working well together.
Rita asked me to come in and run a full-day session with her team. Several team members seemed slightly stand-offish to start with. I started by explaining some general team-working principles, such as taking responsibility, communication and mindsets.
We progressed to discussing ‘Rules Of The Game’, a set of guidelines for how teams can work together. The team comes up with their own set of rules and the coach (in this case, me) may suggest a couple more. As a result, the team decides together how they should communicate, treat each other, respect their clients and so forth.
We had lots of fun and by the end of the day, every team member had contributed in some way. Even the quieter ones were given space to share their views. The team became energised about working together and seemed a lot more united.
Rita emailed me a few weeks later to say the ‘rules of the game’ were stuck to the lunchroom wall and that her team was working well together.
To find out how I can work with you, call me on 021 442 121 or click here.
*For anonymity I’ve not used this client’s real name.
If ignored, these challenges below can quickly become demoralising and even crippling to a team and business owner. You might have been dealing with one or more of these for some time, but you haven’t had time to address them – and now they’re becoming a major headache.
Do any of these look familiar?
During my time in business, I’ve seen common themes in terms of the reasons businesses struggle, regardless of the industry a business operates in.
The solutions may vary a little, based on the size or stage of the business, the culture and the market.
However, the principles of business do not change much; they’re often not difficult to solve.