FAQs

1) What is coaching?

Coaching is a partnership in a thought-provoking and creative process that inspires clients to maximize their personal and professional potential. At Peak Performance, we honour our client as the expert in his or her life and work and believe every client is creative, resourceful and capable. Peak Performance is here to understand and align with our clients’ goals and facilitate a process of self-discovery, creation of client-generated strategies and ideas and to then hold our client’s accountable for implementation of their strategies. Supporting our clients in an appropriately challenging, non-judgmental and confidential manner is paramount to us.

Our coaching process helps our clients dramatically improve their outlook on work and life, while raising their awareness and unlocking their potential. Coaching focuses on setting goals, creating outcomes and managing personal change.

2) Why Choose Peak Performance?

Our highly qualified coaches are devoted to creating the environment that allows our clients to achieve transformational change in their lives. We create a truly unique setting that is both supportive and challenging so that the most desirable outcomes are forthcoming. Our coaches are standing members of the International Coach Federation and are insured to operate as such. They are also dedicated to continuous professional development, research and introducing new tools and techniques within the coaching field to maximise benefit to our clients.

3) Is coaching right for me?

Start by determining a fairly clear idea of what you would like to accomplish. Then summarise what you would expect to accomplish in coaching. Ask yourself if collaboration, other viewpoints and new perspectives would be valued to help you achieve your desired outcome. Contact Peak Performance to discuss the process and how we can partner with you to achieve your outcome with greater ease.

4) How is coaching distinct from other service professions?

Professional coaching focuses on setting goals, creating outcomes and managing personal change. Sometimes it’s helpful to understand coaching by distinguishing it from other personal or organizational support professions.

  • Therapy: Therapy deals with healing pain, dysfunction and conflict within an individual or in relationships. The focus is often on resolving difficulties arising from the past that hamper an individual's emotional functioning in the present, improving overall psychological functioning, and dealing with the present in more emotionally healthy ways. Coaching, on the other hand, supports personal and professional growth based on self-initiated change in pursuit of specific actionable outcomes. These outcomes are linked to personal or professional success. Coaching is future focused. While positive feelings/emotions may be a natural outcome of coaching, the primary focus is on creating actionable strategies for achieving specific goals in one's work or personal life. The emphases in a coaching relationship are on action, accountability, and follow through.
  • Consulting: Individuals or organizations retain consultants for their expertise. While consulting approaches vary widely, the assumption is the consultant will diagnose problems and prescribe and, sometimes, implement solutions. With coaching, the assumption is that individuals or teams are capable of generating their own solutions, with the coach supplying supportive, discovery-based approaches and frameworks.
  • Mentoring: A mentor is an expert who provides wisdom and guidance based on his or her own experience. Mentoring may include advising, counseling and coaching. The coaching process does not include advising or counseling, and focuses instead on individuals or groups setting and reaching their own objectives.
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  • Training: Training programs are based on objectives set out by the trainer or instructor. Though objectives are clarified in the coaching process, they are set by the individual or team being coached, with guidance provided by the coach. Training also assumes a linear learning path that coincides with an established curriculum. Coaching is less linear without a set curriculum.
  • 5) What are some of the reasons for working with a coach?

    Reasons an individual or team might work with a coach include, but are not limited to, the following:

    A desire to accelerate results
  • Something urgent, compelling or exciting is at stake (a challenge, stretch goal or opportunity) 
  • A gap exists in knowledge, skills, confidence or resources
  • A desire to accelerate results
  • A lack of clarity with choices to be made
  • Success has started to become problematic
  • Work and life are out of balance, creating unwanted consequences
  • Core strengths need to be identified, along with how best to leverage them
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    6) How is coaching delivered at Peak Performance?

    Our process typically begins with an initial meeting (either face-to-face, skype or by teleconference call) to assess a potential client’s current opportunities and challenges, define the scope of the relationship, sign a contract, identify priorities for action and establish specific desired outcomes. Subsequent coaching sessions may be conducted in person, skype or over the telephone, with each session lasting a previously established length of time. Between scheduled coaching sessions, the individual may be asked to complete specific actions that support the achievement of their personally prioritized goals. Our coaches may provide additional resources in the form of relevant articles, checklists, assessments or models to support our clients thinking and actions. The duration of the coaching relationship varies depending on needs and preferences.

  • Assessments: A variety of assessments are available to support the coaching process, depending upon the needs and circumstances of our client. Assessments provide objective information that can enhance self-awareness, as well as awareness of others and their circumstances; provide a benchmark for creating coaching goals and actionable strategies; and offer a method for evaluating progress.
  • Concepts, models and principles: A variety of concepts, models and principles drawn from the behavioural sciences, management literature, spiritual traditions and/or the arts and humanities may be incorporated into the coaching conversation to increase self-awareness and awareness of others, foster shifts in perspective, promote fresh insights, provide new frameworks for looking at opportunities and challenges, and energize and inspire forward actions.
  • Appreciative approach: Coaching incorporates an appreciative approach, grounded in what's right, what's working, what's wanted and what's needed to get there. Using an appreciative approach, the coach models constructive communication skills and methods to enhance personal communication effectiveness. Our coaches incorporate discovery-based inquiry, proactive (as opposed to reactive) ways of managing personal opportunities and challenges, constructive framing of observations and feedback to elicit the most positive responses from clients, and visions of success as contrasted with focusing on problems. The appreciative approach is simple to understand and employ, and its reach can be profound, opening up new possibilities and spurring action.
  • 7) How long does a coach work with an individual?

    The length of a coaching partnership varies depending on client need and preferences. For certain types of focused coaching, three to six months of working may work. For other types of coaching, people may find it beneficial to work with us for a longer period. Factors that may impact the length of time include: the types of goals, the ways clients prefer to work, the frequency of coaching meetings and financial resources available to support coaching.

    8) What does Peak Performance ask of its clients?

    To be successful, we ask certain things, all of which begin with intention. Additionally, clients should:

  • Focus on themselves, the tough questions and the hard truths.
  • Challenge existing attitudes, beliefs and behaviours and develop new ones that serve their goals in a superior way.
  • Leverage personal strengths and overcome limitations to develop a winning style.
  • Take decisive actions, however uncomfortable and in spite of personal insecurities, to reach for the extraordinary.
  • Show compassion for themselves while learning new behaviours and experiencing setbacks, and to show that compassion for others as they do the same.
  • Have the courage to reach for more than before while engaging in continual self-examination without fear.
  • Commit to not take themselves so seriously, using humour to lighten and brighten any situation.
  • Observe the behaviours and communications of others.
  • Listen to their intuition, assumptions, judgments, and to the way they sound when speaking.
  • Maintain composure in the face of disappointment and unmet expectations, avoiding emotional reactivity.
  • 9) How can the success of the coaching process be measured?

    Measurement may be thought of in two distinct ways: external indicators of performance and internal indicators of success. Ideally, both are incorporated.

    Examples of external measures include achievement of coaching goals established at the outset of the coaching relationship, increased income/revenue, obtaining a promotion, performance feedback that is obtained from a sample of the individual's constituents (e.g., direct reports, colleagues, customers, boss, the manager him/herself), personal and/or business performance data (e.g., productivity, efficiency measures). The external measures selected should be things the individual is already measuring and has some ability to directly influence.

    Examples of internal measures include self-scoring/self-validating assessments that can be administered initially and at regular intervals in the coaching process, changes in the individual's self-awareness and awareness of others, shifts in thinking that create more effective actions, and shifts in one's emotional state that inspire confidence.

    10) What factors should be considered when looking at the financial investment in coaching?

    Working with a coach requires both a personal commitment of time and energy as well as a financial commitment. Fees charged vary by specialty being offered by Peak Performance. Individuals should consider both the desired benefits as well as the anticipated length of time to be spent in coaching. Since the coaching relationship is predicated on clear communication, any financial concerns or questions should be voiced in initial conversations before the agreement is made. 

    11) What is Nutrition and Lifestyle Coaching?

    Our Nutrition and Lifestyle Coach allies with individuals and groups to focus on healthy eating and lifestyle choices to improve health and wellbeing. We offer strategies for personal change and help our clients work towards a sustainable healthier future. We use dietary analysis software, body composition analysis, meal planning and health coaching to get you there.

    Our coach will focus on developing healthy eating programmes to ensure clients are eating for optimal health and to minimise the impact of genetic and environmental influences e.g. stress, pollution and lifestyle. We also take into account the food preferences, cooking skills, available time and exercise preferences of our clients while educating & motivating towards personal change that will benefit their quality of life for the future.

    12) What steps are involved in Teenage/Young Adult Coaching?

    At Peak Performance, we offer a safe and confidential environment for teenagers / young adults (clients) to explore and gain a deeper understanding of themselves as they develop and grow through life. Our approach right from the outset is to guarantee that our clients always have a place to express themselves and their needs as they develop mentally, emotionally and physically.

    Parents are invited to the start of the first session where any questions in relation to the coaching process, safety and desired outcomes will be discussed in addition to all parties signing a contract. Effective coaching requires trust between the coach and the client and what is discussed during the process will not be discussed with parents except in unique circumstance which will be outlined in advance with clients and parents. Teenage / Young Adult coaching can be effective in, among others, dealing with the following;

    - Relationships
    - Career
    - Personal Development
    - Coping
    - Peer Pressure
    - Mood
    - Low Self-Confidence
    - Anxiety
    - Anger Management
    - Stress
    - Addiction
    - Sexuality

     

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