Something that is perhaps unusual in the way we do business is that we use both data-driven and people-centric approaches when we help you to transform your performance.
Often, businesses will lead, or be experts in, either one or the other, but when Transform Performance International was founded there was a clear understanding that it would take both elements to achieve the sustainable change we wanted to be known for.
Data tells a story….
There’s no doubt strong data is critical to being able to understand trends, interrogate themes and build detailed plans that address many business challenges.
Our work has always been rooted in facts and figures, ever since our founders worked on the original empirical studies that still inform our thinking today.
…but people tell it like it is
But there’s no getting away from hearing the truth from the people that are living it. Cultural nuances, anecdotes, real-life experiences and, of course, perceptions are as real and relevant as any statistic. When the change you are looking for relates to people and the way they interact and behave, it’s arguably more relevant to developing your bespoke solution.
The role of coaching in building sustainable change
It’s for this reason that coaching underpins everything we do here at Transform Performance.
From the moment people take our psychometric tests, they begin to inform their own personal coaching plan. For, despite this part of the process creating data, it also results in a detailed written report that can be used to address individual challenges.
Let’s take a step back and remind ourselves of our ‘why’ – we are focused on beliefs because, without changing these, people cannot make lasting, long-term changes in their behaviours and therefore their outcomes – at least not in a sustainable way.
The psychometric test reports provide a real insight into people’s beliefs and having this insight makes it much easier to then have a coaching conversation where these beliefs differ from what is desired. In some cases, coaching might also need to focus on boosting confidence for those with limiting beliefs, or building greater trust between them and their line manager.
Creating a coaching culture
The added benefit to taking a coaching approach to transformation programmes is that it introduces it as a concept within the business culture. When we use coaching, it isn’t just to facilitate change and nurture the high performing individuals you are looking for. We also train those people to be coaches to their teams. This creates a mutual understanding of the benefits of this skillset.
It’s rare for employees to be upskilled as part of a change, which is why it’s often seen as negative. It’s associated with interruption to the norm, disruption of processes or negative impact on people’s standing within the corporate hierarchy.
Building a coaching approach into the culture of an organisation is also a great way to improve morale and create long-term, sustainable change. Communication is more collaborative, feedback is more constructive, and actions can be decided jointly, thus instantly gaining buy-in from both parties.
Altogether this is a faster and more harmonious route to transformation.
Our 1-2-1 coaching of executive levels within your organisation means they have the support and the tools they need to drive the change forward. It’s a period of self-discovery for them as much as anyone else.
Overall, coaching is all about inviting individuals to seek out and become the best version of themselves. Doing so is fulfilling as it’s a mutual learning process in which they can become fully engaged. If you’re interested in understanding more about coaching, why not download our sales coaching template or get in touch to talk to us about how coaching can help with your next transformation.
