Services
An in-depth assessment of capabilities, interests, talents, dominant drives, work and family conditions enables a person to identify and focus attention on the major areas for development. Building on the individual's personal profile, education, career experience, and results of assessment, the AFCAR coaching experience is unique in its approach to development.
One-on-one Coaching
Learning takes place through a process of collaboration; regular weekly or monthly coaching based on a relationship of mutual respect, honesty and trust.
The client is the subject matter expert. The coach facilitates development by providing feedback on assessments, raising client self-awareness, identifying key life events that shed light on strengths and opportunities for development, and finally supporting the client through goal setting and goal attainment.
Sessions equip individuals with the requisite behaviors, skills and knowledge necessary to move forward with their development plan.
Skills and behaviors covered in coaching process include, but are not limited to topics such as:
- Networking
- Interpersonal verbal and non-verbal Communication
- Time Management
- Presentation skills
- Interview Skills
- Problem solving
- Conflict management
- Motivation
- Stress management
- Teamwork skills
Group Coaching
Learning occurs among a maximum of six people who meet weekly to develop skills, knowledge and abilities needed to maximize opportunities for growth in their respective professional environment.
The coach facilitates group learning through a collaborative and customized experiential leadership development program designed to increase personal awareness, interpersonal skills, and teamwork orientation.
Workshops
Critical to effective management and leadership in Canadian organizations, interactive and engaging experiential learning processes are designed, and delivered to raise cross-cultural awareness of participants.
Such workshops range from half-day to week-long programs and are customized in content and length to meet the needs of Canadian organizations.
Assessment
The assessment process includes use of selective psychological, personality, skills and interests tests, 360-degree feedback surveys, as well as in person interviews with friends, family and associates. Such assessments include:
- MBTI
- FIROB
- Benchmarks
- CPI
Feedback Coaching
Integrating the results of the assessments and personal interviews, the coach provides feedback used as a guide in identifying action steps for personal and professional growth. The end result of the feedback process is a development plan that is built on both self-awareness and motivation to achieve set goal(s).
Goal Attainment
Once the requisite knowledge and behaviors are identified, the focus will be on goal setting; that is, to use new knowledge and behaviors to attain a specific objective within a set time frame. A 5-step SMART goal setting approach is used for this purpose.
Specific
The purpose of goal setting is to motivate one to take action. It facilitates self-management. Setting a specific high goal allows one to evaluate performance in relation to the goal, to make adjustments where necessary to increase effort, and to persist until the goal is attained. A specific goal provides challenge as well as feelings of accomplishment when progress is made toward goal attainment.
Measurable
That which gets measured in relation to set goals, gets done. Measurement of achievement is important in helping evaluate progress toward goal attainment. Measurement allows one to ensure that the focus remains on the right specific goal. It provides a means to stay on track and not allow shifting opportunities lure one away from objectives and mission.
Attainable
Setting high unrealistic goals can be demoralizing as the likelihood of achieving them is low. SMART goals foster commitment and the desire to do better as they are deemed to be attainable.
Relevant
The question that is asked is what are the two or three most important and relevant developmental goals? Though goals evolve over time, they must be relevant to the achievement of objectives. Setting goals that do not contribute to professional development and advancement of one's career will hinder progress.
Timely
A critical component of goal setting is ensuring that goals are achieved within a specific time period. Appropriate progress happens only if one is aware of timelines and one's ability to deliver.
Support and Reinforcement
Ongoing evaluation of progress towards goals, and alignment of the goals with changing real world situations is key to a sustainable behavior pattern that will become second nature. Periodic one-on-one in person or by telephone follow up session(s) ensure that the client stays on track as well as address new challenges.
