Peter Jackson Coaching
I see personal development and performance, or professional development as intertwined.
As a base point I assume people are acting sensibly from the perspective they currently hold. If this is not producing the results they want, then they simply need to take a different perspective. Sometimes it’s enough to just talk these things through out loud.
Sometimes we need to take a more structured approach to discovering a perspective that works. I think of this as experiential learning. This is practically how we naturally problem-solve and develop our capability.
One other thing … if you want someone to tell you how they would do your job, I’m not the right person. You already know all about your job. What I understand is learning and change.
More about what I mean by ‘personal development’ coaching:
“Whether the trigger for coaching is presented as a performance issue or a career issue, the aspiration is to facilitate some progressive and permanent change. By progressive we mean a change that takes the client, over a period of time, to some kind of enrichment of their engagement with their personal, social and career context. By permanent we mean that the solution should extend beyond the presenting trigger and create some greater sustainable capacity in the client.”
Jackson, P & Cox E (2018) ‘Developmental Coaching’ in E Cox T Bachkirova and D Clutterbuck The Complete Handbook of Coaching