My differentiator in a crowded market is that I am able to combine my dynamic and high impact training modules with targeted coaching follow-up sessions. This coaching-infused training structure provides continuity across team and individual development initiatives. This yields excellent results in terms of return on investment, sustainable behaviour change and delivering action based results that are easy to implement.
I focus on supporting delegates in their learning process after they have been through one of my facilitated workshops. I have always been passionate about sustainability as apposed to ‘tick box training’. Research has shown that there is only one way to create behaviour change and achieve the outcomes that our facilitated workshops sets out to achieve. This is simply to coach delegates between facilitated sessions so that consistency and continuous learning takes place over a period of time until it becomes ‘normal behaviour’.
I adopt a results orientated approach to my coaching, which looks ahead to the desired outcomes as opposed to dwelling on any problems as they currently stand. My coaching model is a proactive one as it first defines the desired goal or solution, i.e. creating a collaborative team, strengthening one’s voice in the company, handling difficult individuals, etc. I then work with the delegate in mapping out clear, achievable steps needed to reach this goal or solution.
This forward thinking, results orientated approach is extremely effective for numerous reasons. Firstly, it helps delegates think clearly about which steps need to be taken in order to achieve goals and aspirations, and secondly it ensures employees’ buy-in on the work that needs to be done.
Some of the more common developmental issues that Saffron targets in her coaching include:
Dealing with diversity
Handling difficult teams / individuals/ relationships
Giving honest feedback in a non-damaging way
Raising emotional intelligence and overall personal development
(primarily using the Enneagram)
Assertive communication and finding your voice in the organisation
(by building self-esteem)
Integrating mentor style management techniques
into a subjective leadership style
Being perceptive of, and responsive to people’s emotions
Personal branding and finding your differentiator
(by building an understanding of yourself and building self-esteem)