Business Coaching (BC)
At Nibbana, we look at Business Coaching from a systemic point of view. Our coaching methodology relies on being able to have the bigger picture of the organization and in-turn help facilitate employees align their roles to the organizational objectives. If we were to use a theatre metaphor to explain this process. our coaching professional understands the story of the organization. The coaching role is then aligned to pace and match the story line of the organization. Through this process, mentoring coaching and leadership coaching evolves within the organization on a continuous basis and a leadership culture is built. This culture expands covering a broader area, impacting the entire organizational structure and energizing employees at all levels. The competence of managers multiplies exponentially and in turn facilitates employees at all levels to accept ownership and accountability for the work they do the relationships they build among themselves and the customers.
As the impact of our coaching starting yielding results, employees require far less daily and direct supervision from managers, as they develop their skills and strive to reach their full potential.
In this culture the employees and organization grow together as the people and the right roles get aligned automatically. Employees become committed to success, sharing strategies and achieving financial goals.
Entrepreneurial Coaching (EC)
EC also involves Dream Analysis with a narrative approach to get messages from a deeper consciousness for guidance. Our approach also enhances integration of intuitive and cognitive decision making skills. We also provide a range of learning tools for entrepreneurs. These tools can be used to assess situations and frame leadership questions which will help to identify appropriate focus areas which in turn will lead to constructing appropriate realities in organization for business growth.
Professional Coaching (PC)
Our focus is to support professionals to develop an identity that is in tune with their personality, their professional role and the meaning they give to the work they do.
Often, when there is a dissonance or discord between work and self, although the employee is capable and has organisational resources to support the employee may feel stuck in an impasse. Through coaching, as the employee acquires the skill to match the dimensions of work and self, their performance and the ease with which they execute work rises beyond expectations. The coaching also focuses on developing the nature of reflective thinking both on self and organizational situations. The coaching also helps develop skills to construct a shared reality through leadership communication and leadership relationship.
Collaborative Competence Coaching (CCC)
The C3 specializes in helping handle the sticky areas that emerge when two different organizational cultures merge. Coaching equips managers with adequate tools to navigate and manage the down curve situation that arises during the transition time from the old system and the new system. In this coaching the mangers also learn to handle conflicts and
emotional exchanges among employees during this transition period using dialogical engagements.
Dialogical Organizational Development (DOD)
The outcome of DOD results in building :
- Shared reality
- Shared responsibility
- Shaping roles
- Shared strategy
- Shared performance
- Shared leadership