In the literature, various types of coaching have been identified, each with a different focus:
| Performance coaching is sometimes defined as coaching aimed at improving relevant skills and behaviours (competencies). | |
| Developmental coaching is seen as coaching that focusses on helping individuals evolve towards a different set of beliefs and values. | |
| Transformational coaching is aimed at facilitating revolutionary change in the individual’s purpose and direction in life as well as how they define what is meaningful. |
Our experience has taught us that coaching is typically a combination of the types above. It is important to realise that the aim of a coaching relationship should be quite clear from the outset, both in terms of the individual’s needs but also those of the organisation.
Coaching is about relationships. Successful coaching relationships are aimed at achieving not only the vision and goals of individuals being coached, but also meeting the expectations of the organisation related to achieving objectives more efficiently and effectively within the overarching business strategy.
Effective coaching stands or falls by the quality and accuracy of the individual’s self insights and how they act on these insights.
It is for this reason that Kitso-Khumo believes that effective coaching requires accurate assessment and ongoing evaluation of the individual’s performance and work related behaviours. Gaining meaningful insights from these evaluations is often dependent on a personal and confidential relationship with a coach. This creates a safe and productive environment for the individual to explore issues.
Kitso-Khumo’s services are tailored to meet your organisation’s needs and requirements. This implies that a service offered to one organisation will differ from services rendered to other client organisations in its individuality and uniqueness.
| In a transition phase of their career or intent on fast-tracking their careers | |
| Ready to take responsibility for their thoughts, behaviours and actions | |
| Striving for increased executive effectiveness and efficiency and intent on maximizing their potential | |
| Ready to be taken out of their comfort zone and to be challenged | |
| Having difficulty handling the pressures and demands of their work role due to increased performance expectations and limited resources | |
| Looking for tactics and solutions to “how” to implement their objectives | |
| Striving to improve their communication and interpersonal interaction | |
| In need of clarity on their personal and business decisions or direction | |
| Focused on improving the trust, commitment, loyalty and engagement in their team | |
| Striving for a more balanced and meaningful life | |
| Focused on improving their confidence to implement major organisational change | |
| In need of creating an open and safe environment for exploring ways of dealing with organisational politics and conflicts | |
| Focused on developing their own coaching and mentorship skills |
In addition to the above, Kitso-Khumo has a unique product: In the Genos Coaching for Emotional Intelligence Programme.
This product includes a Pre-coaching Multi-rater (360 °) assessment as well as a post-coaching Multi-rater (360 °) assessment. Included are 10 modules ranging from:
| The importance and the appropriate positioning of Emotional Intelligence in the organisation | ||
| A structured approach to feedback, with workbooks on where and how you can develop | ||
| 7 Modules for each of the skills Executives need to do well: | ||
| Emotional Self-Awareness | ||
| Emotional Expresion | ||
| Emotional Awareness of Others | ||
| Emotional Reasoning | ||
| Emotional Self Management | ||
| Emotional Management of Others | ||
| Emotional Self Control | ||
| Sustained Change |