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Case Studies - Coaching
Case Study 1: Work-life balance

Challenge:
Jo was managing a considerable workload and attempting to juggle multiple projects. This was fine until she was forced to deal with a family bereavement on top of this. Jo had always been regarded as a 'high performer', someone who was reliable and dependable. Up until this point in her career, she had thrived on a challenging workload and had spent long hours at work. 'Work-life balance' was an alien concept to her. She describes the bereavement as being like a bolt out of the blue - it shook her to the core and made her question her values and priorities in life. Jo began to feel overwhelmed and unable to cope. However, she was reluctant to ask for support at work viewing this as a declaration of weakness.
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"...until the mirror was held up to me, I never realised what a one-dimensional life I was leading. It's like I woke up one day and realised that life was passing me by... I can't believe the changes I made in my life after only 3 months of coaching!"

JH, Group Manager.

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Solution:
Jo decided to take advantage of a programme of executive coaching being offered to senior managers within her company. In her first session, Jo expressed her desire to focus on time management and organisational skills and to have more of a work-life balance. However, it soon became apparent that this was not the main underlying problem. By spending some time in the first session on her future aspirations Jo was, for the first time, able to envisage a more holistic and balanced life, and to describe what 'success' would be like for her at the end of the coaching programme.

Outcome:
After session one, Jo was already more optimistic and positive. After the five sessions, Jo had tackled her limiting beliefs about herself; had committed to a more balanced and healthy lifestyle; had the ego-strength to admit she didn't always need to be 'perfect' and it was OK to ask others for help. Colleagues at work remarked upon a transformation in Jo. She was described as being more relaxed and content and more 'comfortable in her own skin'. Instead of working excessive hours, Jo was now focusing on high value, quality work and enjoying life to the full.

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Case Study 2 - Performance

Challenge:
Tony's company was in the midst of a major reorganisation that had resulted in a reduction in senior posts. Like other Directors, he had to compete for a new position. Tony was ready for the challenge, but realised that he would need to significantly raise his game if he was to advance within this organisation. Tony wanted 121 coaching that would stretch and challenge him. He wanted support in preparing for the interview but, more importantly to him, he wanted to achieve excellence in all aspects of his life.
Solution:
During the initial consultation, Tony was keen to explore the range of interventions the coach was able to offer. Tony was particularly keen to work with a coach who could utilise a wide range of Neuro Linguistic Programming (NLP) techniques. Following this meeting, Tony committed to a programme of eight coaching sessions. The sessions focused on whole-life visioning; preparation for the interview; presentation skills; creating work-life balance; anchoring more resourceful states; confidence building; reframing; creating impact and influence.

Outcome:
Tony was successfully appointed as a new Director within the organisation. Feedback he received on his performance was excellent and it was reported that he had a new found confidence and presence. He developed techniques to better manage his challenging workload, and was able to cut off from work once he left the office each evening. His ability to illicit more resourceful states, meant that things that had once bothered him, no longer did so.

"Janice is a fantastic coach. She helped me develop my strategic skills and also gave me the tools and techniques to take control of my life... "

TM, Director.

Case Study 3 - Leadership Development

Challenge:
The organisation's inspection report had highlighted the need for a range of performance improvement measures including the need to raise the competency levels of their senior managers. A performance improvement plan had been drawn up, and the organisation had committed to a challenging deadline to achieve their outcomes. The organisation was working to very demanding timescales to bring about the cultural change needed to raise their overall organisational performance and to deliver the best possible service to their customers. There had been very little leadership development in the past and some senior managers were a little wary that any intervention would be used to highlight their weaknesses in the midst of major change.
Solution:
Following a presentation to the senior team, a group of senior managers were identified to form the 'pilot' group. This was a diverse range of senior managers but they all shared a personal objective of raising their game. An initial meeting was set up with each manager to explain the process and to reassure them of the confidential nature of the coaching relationship. Following these meetings, all six decided to proceed with the coaching pilot and committed to participating in six 121 coaching sessions. They also committed to taking responsibility for completing any agreed actions between their sessions. The coaching tool used to structure the coaching sessions was 'the Leadership Benchmarking' framework. This is a competency based framework based on top performing leaders across the globe. Coachees are assessed on their level of competency at the outset of the programme, and are then coached to a higher level of performance in each of the competency areas.

Outcome:
At the end of the six month pilot, all coachees had completed the programme and reported back to the organisation that they now felt an increased level of confidence and competency in the key performance areas. Feedback from their direct reports also supported this assertion. What the coaching programme also highlighted was the need for the organisation to resolve some of the blockages to senior managers performing at their best and, as a result, some improvements were made to the overall performance management framework of the organisation.

"I really was not expecting the coaching to be so impactful! I initially had some reservations about being on the pilot, but once I met the coach I felt reassured that the intention was to give me the tools to perform at my best. I now feel so much more confident in my ability to lead, and have already made some substantial improvements back in my service area.... "

JG, Senior Manager.
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Return to the Case Studies
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Click here to contact us for further information.