what to expect?

transformational coaching

at mermoz we provide high calibre transformational coaching for human beings from all walks of life, ceo's, cfo's, customer service directors, senior managers, directors, owners of businesses. one coaching session is 2hrs (face-to-face) + 1 hour (phone coaching) and we recommend 9-12 coaching sessions over a 9-12 month period for transformational results. a convenient location is agreed for face-to-face sessions. an initial free 2-hour meeting is arranged to see if what we provide could be useful to you.

the benefits of transformational coaching with mermoz:
large shifts in performance (from previously high-performing individuals.)
dramatic improvements in communication & leadership skills and ability to inspire, influence others and expanded role-model.
transformation of (often subtle - but large impact) unproductive ways of operating into new, sustainable ways of operating and performing, with ease.
dramatic improvement in key results that the individual wants to influence.
greater collaboration and team working enabling previously hidden (& limiting) personal assumptions to be surfaced and dealt with productively. this produces breakthrough performance in many areas - often in those areas where people are resigned to "it / that/ they/ will always be that way."
large reductions in stress and increased enjoyment and satisfaction produced from the individual’s role.
transformational coaching addresses root causes and impacts all areas of an individual’s life.
the confidential nature of the coaching relationship allows the person to admit to and work on weak areas which they may have successfully concealed up to this point. this gives people more assuredness in themselves and their role.

at the first face-to-face meeting there are a number of issues that will be addressed:
confidentiality - this is at the heart of the coaching relationship and is crucial in developing the trust that must exist between coach and coachee. unless the coachee agrees otherwise all conversations between the coach and coachee are strictly confidential.
scope of coaching - issues may arise that are not directly work-related, but that may have a bearing and impact on work-related issues and objectives; these will be dealt with as agreed between the coach and coachee.
coachee’s outcomes - an exercise designed to have the coachee look outside of their short-term goals and objectives and to define results that would be really compelling.
coaching promises - defines the role of the coach and is an agreement of what the coach can be relied on to provide during the relationship (see 'our promises' page.)
throughout the coaching the job of the coach is to challenge the coachee and support them in taking actions consistent with the stated outcomes. the coaching will be non-directive in approach and will address the constraints, fears, barriers and obstacles that are currently stopping the coachee from attaining their stated results.

the desired outcomes for the coach and coachee are as follows: 
long-term excellent performance - this means that the coachee meets the high objective standards of the discipline in which the coaching is occurring. standards are objective when they can be observed by any competent person.
self-correction - well-coached coachees can observe when they are performing well and when they are not and will make the necessary adjustments independently of the coach. by keeping this criterion in mind the coach avoids building a relationship based on dependency and, instead, works to build the competence of the coachee.
self-generation - we can always improve, and well-coached people know this and will continually find ways on their own to do so. they will practice more, or they will watch others perform, or they will learn an activity that will strengthen them in a way that improves their competence.

the employees & associates of mermoz ltd. have different styles and approaches yet they all share certain key values:
commitment to client’s development and behaviour change.
unconditional regard - seeing people as bigger than they see themselves.
a willingness to say things that people don’t always want to hear, but that will make a difference to their work and their life.
readiness to explore with people the fundamental barriers to their growth.
encourage people to be responsible for their lives.

management training and development, leadership & personal development programmes
we also provide a wide range of training and development workshops and transformational leadership and personal development programmes for all levels of management. typically one or two day workshops, usually with work based project work afterwards to ensure maximum benefit for participants and maximum value for the company. programmes can either be a series of workshops or a combination of workshops and transformational coaching. whether you choose to have a one off workshop, a programme consisting of a series of workshops or a programme combining both coaching and workshops the benefits will be ...

established, proven, successful workshops are tailored to your individual needs. assignments based producing rreal esults in the workplace while not adding additional workload to delegates. delegates therefore immediately practice what they've learnt - sustaining their development & ensuring good intentions get implemented. learning is based upon the individual’s actual experiences at work and real issues. we recommend combining workshops with coaching as this sustains and embeds development ensuring long term alteration in behaviour. as reported in Fortune magazine "in a recent study, training alone improved leadership skills by 22%. when combined with executive coaching, improvement jumps to 77%."