www.davewheels.com

non-directive performance coaching: through ‘one to one’ performance coaching, individuals are enabled to discuss their issues and successes, develop options and explore potential. through coaching individuals can set realistic and achievable goals leading to positive and lasting changes in the workplace. effective listening: focuses on the needs/agenda of the person with whom you are in communication. this includes listening styles and interventions such as emotional labelling, open questions, mirroring/reflecting, ‘i’ messages, summarising, paraphrasing, minimal encouragers and effective pauses. the purpose of is to engage; demonstrate sincerity and empathy and, when required, to encourage behavioural change. structured debriefing: allows teams to consider and discuss areas of their current role in a safe and supported environment. reflection around personal issues then takes place followed by identification of ideas for future improvement. the process is extremely none-judgemental,