Types of Coaching

AIM offer a range of specific coaching options which focus on a variety of developmental needs. Central to all coaching interactions is a strong rapport between a coach and coachee. The coach matching process at AIM is facilitated by an Organisational Psychologist.

Type of Coaching	Coaching Recipient	Coaching Focus	Coaching Method
Executive Coaching	Senior executives, executive team members	Developmental areas range from high level interpersonal and meta cognitive skills transfer, problem solving, decision-making and capitalisation on existing strengths A thoughtful and challenging relationship with a neutral third party	One-on-one Usually nine one hour coaching sessions
Career Planning Program	Individual and corporate clients	Clarity in career planning and direction Support of individual career development Identification of developmental needs Strategies and action plans for career development Analysis of personal and professional strengths and challenges Work / life balance	One-on-one Usually one two hour consultation with an optional follow-up one hour consultation
Women's Career Coaching Program	Individual women at middle management level or business owners	Designed by women, for women Enhancement personal and professional development Career planning Creation and maintenance of work/life balance	Five one-on-one coaching sessions complimented by group workshops and professional development sessions
Rising Star / Key Talent / High Achiever Coaching	Corporate clients	Support of high achievers within an organisation Overcomes any skills gaps that may exist due to rapid promotion Facilitation of the transition into roles with higher levels of responsibility Encouragement, support and goal setting	One-on-one Usually an initial session with Coach and Manager, six one hour coaching sessions, concluding recommendation session with Coachee and Manager
Learning and Development Coaching	Individuals and corporate clients	Coaching to maximise the effectiveness of organisational Learning and Development initiatives Designed to build strengths and alleviate deficits in an individual's skill set Enhancement of core competencies	One-on-one Usually six one hour coaching sessions
Interview Coaching	Individuals	Preparation for interviews Increasing self-awareness Discerning what interviewers are looking for Subsequent display of requisite skills	One-on-one Usually a one hour coaching session, with follow up coaching as determined
Restorative and Improvement Coaching	Individuals and corporate clients	Commitment to resolving short and long term work performance issues Procurement of necessary skills Motivation and mobilsation of performance Self-appraisal of individuals, recognition of challenges, building accountability	One-on-one Usually six one hour coaching sessions – can also be scheduled as one off interventions

Key Talent/Rising Star/High Achievers Coaching

Coaching is now widely used to support high achievers. High achievers are often promoted rapidly within an organisation due to their intuition and technical expertise. These people do not necessarily have the soft-skills required to perform at a higher level. A coach can facilitate the transition of high performers into a new role that brings with it higher levels of responsibility.

The coach's role is to encourage and support the coachee as new challenges are faced, and facilitate the implementation of steps to achieve strategic goals. The development of core leadership competencies is imperative and the result of this partnered development leads to the nurturing and retention of talented staff.

Learning and Development Coaching

Coaching is being utilised in organisations that are seeking to maximise the effectiveness of their Learning and Development initiatives. Coaching can help extend the value of specific learning, especially given its highly tailored and individual approach. Because the coaching occurs in situ, the potential of a low transfer to the workplace rate is minimised.

Learning and development coaching builds strengths and alleviates deficits in an individual's skill set. Core competencies are developed and reinforced.

Interview Coaching

The current job market has created a pressure on interviewers to look for applicants who possess a skills suite that transcends the technical requirements of a position. Coaching helps individuals to prepare for interviews, and can provide frameworks and ideas for better performance in interviews.

Displaying soft-skills is imperative, especially given that employers don't want to keep hiring new people, but rather the right candidate initially. Coaching also helps to increase self awareness on the part of the interviewee, as well as the ability to ascertain what the interviewer is looking for, and the subsequent display of requisite skills. In addition, coaching can assist with the creation of effective resumes and job applications, as well as honing verbal and non-verbal skills.

Restorative and Improvement Coaching

Restorative and improvement coaching is aimed at individuals in organisations who are committed to resolving short and long term performance issues.

This form of coaching helps to challenge individuals, assist in the procurement of necessary skills, and motivate and mobilise personal performance. A large aspect of this process is self-appraisal, recognition of challenges and building accountability.

The emphasis on this identification of personal, situational and organisational obstacles sees the development and implementation of new skills to overcome temporary difficulties and progress professionally.