Services

Coaching, Facilitation, Training, Mentoring, Action Learning, Teaching
I use a range of training and coaching techniques which, when utilised with my experiences transfer into Creative Business Tools. I include Action learning as a powerful facilitation method and Psychometric Testing as a developmental tool.

On this page you will find information about the different services offered, additionally, the following pages link specifically to the sectors in which I predominantly work : Business, Education and Mental Health
Please feel free to contact me to discuss any questions or ideas you may have, you can use the contact page

Cognivity offer a range of training services and packages tailored specifically to the needs of those who wish to gain:
• Clear definition of goals
• Increased motivation and commitment
• Improved performance
• Increased productivity
• Experience using decision making techniques creatively
• A stronger competitive edge
• The skills and abilities to sustain new growth
• Clearer communication
• Strengthened teamwork, positive teambuilding
• A reduction in absenteeism
• Improved self confidence and empowerment
• Trust, Confidence and Empathy

Coaching
“The art of facilitating the performance, learning and development of another” Downey (2003)
Coaching is a supportive, encouraging process which, when effective empowers people to discover their own answers whilst gaining awareness to make important choices. Coaching (which is not advice, therapy , or counselling) may address specific personal projects, business successes, or general conditions in a client’s life or profession. These may include relationship transistions, redundancy, new executive roles, or family concerns.
I care that every client creates what they say they want, moves towards their goals and dreams, achieving their full potential.

““The South West Peninsula Postgraduate Deanery has worked with Cognivity over the last 12 months in the provision of coaching support for staff employed by the Deanery. The support provided has been excellent and feedback from staff has been extremely positive”
Head of Operations NHS South West

Coaching is for any individual wishing to work on thoughts, ideas, new goals, targets, performance, relationships, strategies or challenges of any sort. In fact, coaching can benefit any aspect of a person’s life be it personal or work related. After all, our lives are continually changing, altered by beliefs, values, interactions, decisions and choices.

“Once this painful physical sorting out had begun I felt a great weight lifting. The life-coaching process applied helped me to become “unstuck” and re-gain a sense of physical and mental wellbeing.”
Marie, Coaching client

I am a member of the European Mentoring and Coaching Council (EMCC) and ahere to their code of ethics. You may view these by following the link below.
http://www.emccouncil.org.uk

Facilitation
….to make easier or less difficult; help forward (an action, a process, etc.)
To facilitate, is to help something (usually a process) move along. Through facilitation I aim to make that process run in the best possible way and achieve a successful conclusion, decision or solution. By carefully planning, guiding and managing a group’s event, ensuring the group’s objectives are met effectively, I aim to promote clear thinking and good participation from all involved. I achieve this by focussing purely on the group process and taking a neutral stance, paramount to good facilitation.

Training
….the process of bringing a person, etc., to an agreed standard of proficiency, etc., by practice and instruction
Training can be extremely effective once the trainer understands the trainee’s learning style and development requirements.
Having trained different people from different cultures in numerous countries I consider myself adept at using a variety of successful training methods. Some of these methods include: on the job training, demonstrations, workshops, projects, simulations, and case studies. All training programs no matter how long or short should include continual assessment and evaluation. Through assessment, both trainee and trainer can devise the most relevant steps throughout their relationship in order to achieve the most beneficial results maximising the outcomes.

Action Learning
Action Learning is a collaborative learning method drawing on real experience and actual practice, supporting the view that the most effective learning takes place when real problems are the basis of study. Introduced by Reg Revans in the 1940s, Action Learning serves to work on specific problems by exploring solutions and actions in a group setting know as a ‘set’. Widely used by both the private and public sectors Action Learning is seen as a powerful problem solving tool.
Through facilitated sets, members support one another to explore issues, tasks or challenges and the assumptions or barriers that surround them. Thought is given to new approaches, different perspectives, experience and good practice with strong emphasis being placed on the effect of consequences and accountability. Action learning can also make a major contribution to organisational change by freeing up inflexible or traditional thinking and finding new solutions to respond to changing environments. It can be used to introduce or reinforce a new style of leadership or to help members understand or implement their part of a general change program.

Teaching
Passion and reflection are two important ingredients for great teaching.
Even though I may be the teacher, I always view those I teach and myself as equal, in an equal partnership. As I teach I’m learning about my learners style and preference for understanding new concepts or absorbing new information, we learn together. If there is an open dialogue between learner qnd teacher new discoveries will be uncovered, enriching the experience for all involved.
“I learnt leadership skill for defeat overwhelming problem and analytically strong decision-making skills from you”
Amy Tang, Technical Design Manager, Hong Kong

What would you like to achieve? If you know the answer to this I can help you decide on the most appropriate next steps for development.

Individual coaching sessions take place for 45 minutes to 1 hour
Organisational coaching sessions vary depending on the individual or group, lasting for hours or days
Facilitation could be for a short program of two hours or over days
Workshops may be delivered over a half day, full day or week (s)
Training takes on many forms lasting for 1 hour or over a year
Mentoring again varies, dependent on the individual or organisation and can last for hours, days or months.