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For Organisations

In this context the ‘Health Sector’ and Not For Profit includes public and private facilities, that deliver health care services across disciplines and specialties including Local Health Districts, hospitals and medium to large independent health facilities. It also includes Non-Government and not-for-profit Organisations

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MY WHY

I have worked in the health sector for many years and, striving for excellence has been at the centre of my practice in every role I have had, including direct patient care, education, management, leadership and project and program management based work. As a coach, mentor and facilitator, that remains the same. I work in a person centred way working collaboratively with you, seeking to understand you and your organization, the problems you have, the outcomes you are seeking and working with you to help you achieve them.

COACHING, MENTORING AND FACILTATION SERVICES

Within my business I am the Principal Consultant and engage other consultants as the need arises either due to the amount of work required or the need for specific expertise.

Coaching, Mentoring and Facilitation Services are available to help you with:

  • Leadership development: coaching, facilitation, training, supervision
  • Multidisciplinary reflective practice supervision
  • Team building: helping leaders and team resolve conflict and have difficult conversations
  • Building positive cultures
  • Developing emotional intelligence in individuals and groups
  • Leadership learning and development: adult learning, distance / online / self-directed learning

Our practice draws from a range of methodologies and theories which include:

  • Appreciative Inquiry
  • Adaptive Leadership
  • Design Thinking
  • Coaching Models
  • Facilitation
  • Human behavioural models

COACHING / MENTORING SERVICES

The reasons a leader or their manager generally seeks coaching include:

  • An emergent leader new to a role: coaching is to help them set goals and develop leadership capabilities
  • Leaders of dysfunctional teams who need support and to build their skills and capabilities
  • Leaders who request coaching support in addition to manger support to reach a goal or solve a problem (e.g. to manage a bullying issue)
  • Leaders at middle manager and executive level who are undertaking leadership development education and choose, or are provided with coaching to help them embed learning and new behaviors in the work place
  • High level leaders who plan to make significant changes to work practices and / or to workplace culture

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How Leadership Coaching Works with Person Centred Leadership

My coaching philosophy is that we each have the resources within us that we need to achieve our goals and my role is to connect you to your resources as you build on existing or build new capabilities. I work in a person centred way , seeking to understand and work with people in a collaborative way. I don’t ‘tell too’, rather, I help people find their own solutions (although if you don’t know what you don’t know at any time, I will help you out!). I approach both coaching and life from a positive psychology perspective in which wellbeing is really important. The wellbeing definition I like is from Martin Seligman and includes, experiencing positive emotions, feeling engaged, having positive relationships, finding meaning and accomplishing things.

Coaching is from a strengths perspective and is both behaviour and strategy focused according to your identified needs. I focus on outcomes and am supportive while providing a level of challenge that will help you achieve the leadership development changes that you are looking for. Before we begin working togther we will find out together the coaching approach and level of challenge that best suits you.

Together we will determine the coaching style you prefer and I regularly seek feedback to ensure I am adding value to you and you are happy with the coaching approach.

We will work with you through a 6 or 12 session program (over 3 – 12 months), to ensure commitment and setting of long term goals. If however, at any time the coach or client believes that the relationship is not working either can terminate it.

All coaching begins with an evaluation or assessment of where you currently are in the area of focus you have chosen for coaching which is followed by a session that focuses on goal setting.

Organisations and individuals have a choice of assessment / evaluation methodologies which Person Centred Leadership will recommended after an initial complementary consultation. These include:

  • Clifton Strengths Finder and
  • Open 360 degree feedback (customisable) or
  • Extended DISC

All coachees have access to unlimited email contact with their coach during business hours and are provided with resources according to need and interest throughout the coaching relationship.

Coaching is available in packages of 6 and 12 sessions.

  • 6 session leadership development packages take between 3 and 6 months
    to complete.
  • 12 session leadership development packages take between 6 and 12 months
    to complete.

An evaluation of coaching services is provided at the end of each coaching relationship.

CLINICAL SUPERVISION

I provide clinical and coaching supervision to Nurses, Psychologists, Social Workers and Coaches on a needs basis.

find-out-more

To find out more you can call 0421 775 924
or email info@personcentredleadership.com.au

If you are not sure and would like more information please feel free to request a short ebook on Person Centred Leaderships perspective on Wellbeing.

You can also connect with me:
  • facebook
  • twitter
  • linkedin
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