Facilitation

Karen’s approach to her interventions is client-centric, whereby the client defines a set of objectives or outcomes and she then develops an intervention accordingly. Optimally team interventions should be combined with one-on-one coaching to achieve sustainable behavioural change.

Karen hosts the following team interventions

  • Team building interventions, aimed at building relationships, minimising conflict and maximising effective communication
  • Facilitation of strategy
  • Purposeful Teams™, a team intervention designed by Worlds View for effective team performance
  • A number of training programmes are also hosted in the team setting, for example Account Management, Business Writing, Assertiveness and Conflict Resolution

Feedback on Karen as a facilitator

  • “Karen has a deep sense of passion for her job”
  • “She is very patient and diligent”
  • “Second course that I have attended with you and it was fantastic!”
  • “Very informative and a pleasure to listen to”
  • “Very skilled, able to relate to all of us”
  • “She has made the understanding of the Strength Deployment Inventory very easy”
  • “I will now be able to recognise what motivates my clients and respond accordingly”

Credentials

Karen’s facilitation and training clients include Ernst & Young, Mainstream, Waterfront Studios, Nedgroup Investments Client Services, Metropolitan (Wellness Centre), Monterey Pre-Primary, Swaziliand Post and Telecommunications Company and FASSET (the Financial Services SETA).

Coaching

Karen's philosophy of coaching is to guide individuals towards their own solutions. Where appropriate, she adopts a mentoring/training approach to input skills or experience which may help the coachee in progressing towards achieving agreed upon objectives.

Karen adopts the following approach to working with coaching clients

  1. Establish clear coaching outcomes with the client in order to be able to measure what has been achieved at the end of the intervention.
  2. Build a preliminary understanding of the industry and company/division.
  3. Confirm who will be coached, their specific needs (at an intake session with the coachee) and whether they are committed to being coached.
  4. Sign a coaching contract with the coachee(s), detailing session timing, confidentiality and cancellations conditions.
  5. Commence the programme and provide a preliminary feedback session to the client half way through the programme.
  6. Conclude the intervention and report back to the client on outcomes achieved and any further learning needs.

Karen embraces the policy of Coaching Supervision and has a personal supervisor to assist her in remaining accountable and objective through the coaching process.


Feedback on Karen as a coach

  • “This coaching experience has been the highlight of the year for me…Your sessions were extremely valuable. I was a little skeptical and was not sure that it would really help me, however you were truly amazing and helped me in setting goals and going for it. Your sessions were an eye opener as to how I was holding myself back.” -- Manager at post-production facility.
  • “I have found the coaching experience most enlightening. During the past few weeks I have gained courage to do things I would not have done before…I have gained a belief in myself that I have not had before, acknowledging that obstacles are not necessarily a bad thing, but can be used as a growth experience.” -- HR Manager
 
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