We ensure we match the right coach or mentor to the individual. A unique experience that will develop emotional intelligence, grow knowledge in the given professional areas, build confidence, change behaviours and mindsets.
Our courses are designed to maximise engagement, with both online training in-person training available. Our trainers usually use Zoom, or are happy to use Google Meet or other services - we offer customised training for your organisation.
John Pitts
Managing Director, The Woodhorn Group
“Excellent
Graham and Deborah were excellent helping the team work together to create a business strategy that they really did own and deliver against. The whole process was both focused and enjoyable and brought the team closer together."
Developmental coaching
What is coaching?
Coaching aims to produce optimal performance and improvement at work. It focuses on specific skills and goals, although it may also have an impact on an individual’s personal attributes such as social interaction or confidence. The process typically lasts for a defined period of time or forms the basis of an on-going management style.
There are some generally agreed characteristics of coaching in organisations:
- It's essentially a non-directive form of development.
- It focuses on improving performance and developing an individual.
- Personal factors may be included but the emphasis is on performance at work.
- Coaching activities have both organisational and individual goals.
- It provides people with the opportunity to better assess their strengths as well as their development areas.
It's a skilled activity, which should be delivered by people who are trained to do so. This can be line managers and others trained in coaching skills.
One to One – Dynamic Coaching
Increasingly today companies of all sizes have recognised the importance of ‘one to one’ coaching and made it a core part of personal development and a tool available to help realise the true potential of Managers and Leaders within the organisation. There is clear evidence which demonstrates that the interaction with an objective ‘third party’ can provide the focus, challenge and motivation other forms of organisational support simply cannot.
Here at J D Training we understand only too well the demands that business can place on individuals and from personal experience the challenges faced when trying to balance the importance of ‘self’ development against the demands of everyday operational matters.
Our personal coaching programmes perfectly balance these needs, helping clients to identify their issues and opportunities. Our practical business experience, combined with our expert knowledge and coaching styles help clients identify outcomes that may otherwise not have been realised.
In addition our sessions may incorporate ‘bite sized’ personal development activities that ensure maximum benefit is realised for the client and the organisation, optimising business potential.
Team Coaching
The dynamics of a team can be very complex and if not managed correctly can impact on both personal and collective performance levels. We have a wealth of experience managing teams within our own businesses and have helped many organisations to set in place the foundations that ensure teams and managers work in harmony, with clear direction and feel an important valued part of the organisation.
So if you need anything from a Team Building session, advice, guidance and practical support through to implementation of plans, we have the expertise to really make a difference.
Su Gregory
Brand Consultant, 1 to 1 presentational and networking skills
“What a fabulous day I really can’t thank you enough
I came away knowing that I can deliver a presentation in a professional way – you have solved an issue and put some strong building blocks in place that many have failed at and have done so in a way that I can cope with!"
Mentoring in the workplace
Mentoring tends to describe a relationship in which a more experienced colleague shares their greater knowledge to support the development of an inexperienced member of staff. It calls on the skills of questioning, listening, clarifying and reframing that are also associated with coaching.
One key distinction is that mentoring relationships tend to be longer term than coaching arrangements. In a succession planning scenario, for example, a regional finance director might be mentored by a group level counterpart over a lengthy period to develop a sound approach to dealing with the board, presenting to analysts and challenging departmental budgets.
Mentoring relationships work best when they move beyond the directive approach of a senior colleague ‘telling it how it is’, to one where both parties learn from each other. An effective mentoring relationship is a learning opportunity for both participants, encouraging sharing and learning across generations and/or between roles.
Why us?
Please don’t hesitate to give us a call we would be delighted to discuss your specific requirements.
You and your people can learn from industry experts who are passionate about teaching
Since launching the business 14 years ago 50,000 delegates have benefited from this unique partnership, helping hundreds of companies achieve competitive advantage and individual performance potential.
Why not get in touch today?
We would be delighted to have a free no obligation discussion with you about your business, its requirements and to explore how we can work together to deliver your objectives.