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Dr Olga Coetzee
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    • Coaching Approach
    • Mentorship Training
    • Coaching Training: Creating a Performance Coaching Culture
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    • Career Counseling
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Coaching Specialiaties

Coaching specialities include

  • Transition to a new role: Topics such as repositioning after promotion/transfer, developing new boundaries, self-authorisation and the authorisation of others, new relationships, letting go of the old role and the previous level of work; and embracing the new role and the new level of work.
  • Coping with disruptive change: Topics such as understanding the human response to change, taking care of self during change, leading others through change, preparing for difficult conversations/meetings/presentations, and debriefing of tough experiences.
  • Emotional intelligence: Assessment of emotional intelligence leads to the identification of the specific emotional intelligence competencies that need development and developing ways to experiment with new behaviours for different results.
  • Leadership development: Topics such as identifying individual leadership style, creating a leadership presence, visioning, articulating the vision, building interdependencies, and motivating/activating people.
  • Personal mastery: Topics such as life skills, life balance, finding personal authority and internal security, personal branding, life purpose, and self-actualisation.
  • Career: Topics such as career planning, finding alternative career paths after already being established in a career, dealing with mid-career crisis/dilemmas, matching of personal strengths with career path, developing credibility to match capability, preparing for meaningful retirement, and building a professional brand. Psychometric assessment is often very helpful in career coaching.

Team coaching: Team coaching is offered for permanent and temporary teams who need to develop their collaboration, find synergy and make their work more effective. I work with the team to determine the desired outcomes of the coaching programme. I will challenge and support the team; and facilitate process interventions to achieve the following:
  • Help the team to get to know, understand and embrace each other better;
  • Help the team to see their own behaviours and understand their own dynamics, both in terms of enablement and impairment;
  • Help the team to co-create team governance and implement it; and
  • Develop authentic team relationships with open feedback and communication, and healthy team dynamics.
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