There are all kinds of diverse situations where coaching can be helpful. The most common ones include times of transition; starting a new job; making major career or life decisions or simply an exploration of direction in general.

Coaching involves a series of confidential one to one conversations, lasting between one and two hours. Coaching sessions typically take place once a month and engagements usually span 6-10 sessions over about a year.

It is always preferable to have a quiet and private space for a coaching conversation, so I encourage most clients to come to my coaching room in Dublin. Alternatively, if a client is a long way away, or even overseas, we can usefully converse using polycom, skype or simply by phone.

Executive coaching is almost always sponsored by an individual’s employer and can often be aimed at leadership development. Notwithstanding that, all the various situations mentioned in the first point above can arise in executive, as well as life coaching. A person seeking life coaching for themselves will approach the coach directly and fund the sessions themselves. In both cases the confidentiality of the coaching conversation is sacrosanct.

At some stage in our engagement ( when the client feels ready) we will usually have a three way conversation with your line manager to agree a “Coaching Contract” . The contract sets out what your expectations are from the coaching and what milestones you might like to envisage. It also solicits the direct support of your line manager in this process. This is the only involvement your sponsoring organisation is likely to have, and they receive no direct feedback from myself as the coach at the end of the engagement.

Myers Briggs is a self- assessment process, aimed at increasing your level of self-awareness. It helps people to understand their personal style and how they may interact with others. It can also be instrumental in understanding how we learn and grow.

Leading on from a good basis of self-awareness, using Type to understand team dynamics can be both positive and powerful. In a  facilitated workshop we would explore differences and the richness they can bring to the workings of a team. This is usually also fun and a good way in particular for new teams to get to know one another.

Usually sponsored by your employer, 360 involves you seeking  structured feedback (via a detailed questionnaire) on how people see you in your role. Inputs typically come from your boss, direct reports , peers and “others”, who may be customers or former managers. The emphasis in delivering the feedback is on balance: you will receive a lot of data on your core strengths as well as potential areas for development.

The conversations on either Myers, 360, or any other psychometric tool are completely confidential. Only if you decide to share the data yourself, or if you agree to take part in a team intervention, will the information be in the public domain.

I agree each coaching assignment on an individual basis, unless an agreement is already in place with a  person’s employer. For people seeking life coaching there is a sliding scale and I will charge based on  an individual’s ability to pay.  Psychometric tests usually attract a small administrative charge.