Morpheus Coaching

Providing support to people making a change to the way they perform at work

Consider YOUR answers to these questions:

• what aspect of your performance do you need to change? What would be the impact?
• what ‘work habits’ do you have that negatively imact upon your performance?
• what changes at work are you considering making and how important is it that you succeed?
• what would you change at work if you knew it couldn’t fail? 
• what opportunities could you grasp if you did different things or did things differently?

Let Morpheus Coaching work with you to make a positive impact at work.

Performance coaching is a powerful method of enabling positive change in performance at work.

Performance coaching relationships work by identifying the resources needed for optimum performance and helps the coachee to access them. Coaching focuses on positively affecting the actual performance required and on the ‘work habits’ required to perform effectively.

Coaching differs widely from workplace counselling as it focuses on releasing potential beyond that of its starting point. A coaching relationship generally exists for a shorter time than a counselling relationship: From experience a specific coaching relationship typically lasts around 6-10 hours in total.

Business coaching relationships start with a diagnostic and contracting session where coach and coachee build rapport and clarify the focus for the coaching effort; it is common for the coachee’s manager to input at this stage too. Subsequent sessions develop and deliver a detailed coaching plan with reflection and amendments as the plan unfolds. It concludes with an evaluation of the impact that the changes have made.

Business coaching works equally well with teams. A combination of team and individual coaching is a very potent development tool.

It is true no two coaching relationships are likely to be the same; there are however a number of features common to an effective coaching relationship.

• The coach and coachee are equal partners in the relationship
• The coachee and coach have a rapport between them
• The coach provides the support without removing responsibility for action from the coachee
• The relationship is held in a bond of mutual respect, trust, and integrity
• The coachee’s agenda is the one that matters

Typical topics for performance coaching include – and this list is by no means exhaustive:

• Managing yourself
  • building self-awareness and self-assuredness
  •  managing YOUR time to deliver your objectives
  • managing personal transitions
  • making effective and appropriate career decisions
  • working through conflict
  • getting things back on track after a setback
• Managing your manager
  • assertive communication
• Managing others
  • leading within your area of influence
  • empowering others and delegating for personal responsibility and growth
  • guiding conflict resolution
  • managing for attendance
  • facilitating improved performance

We look forward to hearing from you to discuss ways we can help.

To arrange a discussion as to how coaching support can help; and to arrange a coaching appointment email: