Month: October 2016

Tarek Rohayem

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Yasmine Barbir

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Georges Hajj

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Team Coaching / System Coaching

Why?

Because when the challenge is about the team, it’s not just about the individuals in the team. It is about the combination of team members and those team members within the dynamics of the team itself.

As such, it softly matters what the team members do (or not) each on their own, how motivated (or not) they are each on their own, how productive (or not) they are each on their own, how collaborative (or not) they are each on their own, hence how they are each on their own; and it matters more what the resultant of all their unique individual interactions does to their ability to carry their next engagement within the dynamics of their relationship – altogether as a system. It is the invisible web created by those interactions that is the client of the system coach.

The deep belief behind system coaching is that a system is naturally resourceful, creative and whole. As such, all answers are within the system and the system will generate itself moving forward in the way it sees fit once it is revealed to itself. That’s the core of system work.

 

What

Created by the Center for Right Relationship (CRR) and accredited by the International Coach Federation (ICF), the Organization and Relationship System Coaching (ORSC) approach brings to you what other types of coaching and team buildings cannot: a heightened Relationship Systems Intelligence that equips your teams with sustainable abilities to overcome their challenges.

Whether you’re a board of directors or a top management team seeking to outperform their track record, a global business team seeking to boost their collaboration, a company going through a transformation of some sort, a team sailing through change, or a family leadership team seeking more synergy, Organization and Relationship System Coaching is the result-driven tool-rich approach that will make you response-able.

Some of the challenges that ORSC can be called for are: trust, change management, envisioning, creative problem solving, communication, info sharing, collaboration, role ambiguity, planning, confusion, burnout, toxic teams, facilitating bringing a team together for an initiative, top team tune ups, culture setting, cultural transformations, conflicts, transformations of all sorts, rightsizing recovery, alignment, multicultural and diverse teams, strategy integration and execution hurdles, team spirit development, corporate climate optimization, collaboration, family team leadership, team synergy and any other team-related roadblock.

 

How

  • Everything starts with an assessment using various tools and models from team reports to one-to-one interviews depending on team size and client agenda.
  • Clarification and alignment over outcomes.
  • Preliminary Coaching Plan – with a dance-in-the-moment agility of tackling new agendas as they emerge.
  • Follow through transformation and support the system with more coaching (both system and one-on-one when needed).

Management Retreats and Strategy Sessions

Management Retreats and Strategy Sessions are off-site opportunities that allow for a helicopter-view to challenge, review, brainstorm, creatively problem-solve, plan, align around and commit to do something about the factors that are bound to lead your business to its vision.

The flow of the sessions is orchestrated by an expert savvy in strategy, team dynamics and leadership styles, and who will use blended techniques from facilitation, system coaching and action training to challenge assumptions, stimulate creative thinking and ensure commitment to action.

Hire The Right Talent

  • Shoot for the 90%-95% job success predictability rate.
  • Make use of a customizable library of 6,500 job success formulas to prescreen applicants saving 80% of your administrative time and short list the most eligible ones and review the CVs of qualified candidates if you wish to.
  • Automatically route the eligible list of applicants to the behavioral assessment part of the screening. This is when they are asked to fill the Harrison Assessments smart questionnaire ©  that gauges 175 factors (job-specific behavioral requirements and behavioral competencies – 3 times more than what’s available for you elsewhere) and benchmarks them against the selected job success formula. The result is a list of candidates who not only know how to do the job, but also who are very likely to be engaged and satisfied doing it.
  • The eligible and behaviorally fit list is then moved into the interview process that targets key success factors and uncovers behavioral issues and hence polishes the recruiter’s decision-making power while keeping yourself immune from biases.

 

All that while benefiting from the Enjoyment Performance Methodology that puts the right balance between the job needs and what individual employees need and want as well to be satisfied and engaged doing that job.

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