Business Coaching (BC)
At Nibbana, we look at Business Coaching from a systemic point of view. Our coaching methodology relies on being able to have the bigger picture of the organization and in-turn help facilitate employees align their roles to the organizational objectives. If we were to use a theatre metaphor to explain this process. our coaching professional understands the story of the organization. The coaching role is then aligned to pace and match the story line of the organization. Through this process, mentoring coaching and leadership coaching evolves within the organization on a continuous basis and a leadership culture is built. This culture expands covering a broader area, impacting the entire organizational structure and energizing employees at all levels. The competence of managers multiplies exponentially and in turn facilitates employees at all levels to accept ownership and accountability for the work they do the relationships they build among themselves and the customers.
As the impact of our coaching starting yielding results, employees require far less daily and direct supervision from managers, as they develop their skills and strive to reach their full potential.
In this culture the employees and organization grow together as the people and the right roles get aligned automatically. Employees become committed to success, sharing strategies and achieving financial goals.
Entrepreneurial Coaching (EC)
At Nibbana we create various encounters for entrepreneurs to get multiple perspectives on their business processes. This coaching is conducted at Nibbana's premises in the style of a group coaching session. It facilitates in building professionalism along with entrepreneurial spirit amongst the participants. The entrepreneurs are taught how to systematically construct a “Meta Perspective” of their own business propositions by simultaneously understanding the roles required in running their organization. This is achieved through the process of decontamination and an understanding of all the unconscious impulses hampering the organizational decision making process.
EC also involves Dream Analysis with a narrative approach to get messages from a deeper consciousness for guidance. Our approach also enhances integration of intuitive and cognitive decision making skills. We also provide a range of learning tools for entrepreneurs. These tools can be used to assess situations and frame leadership questions which will help to identify appropriate focus areas which in turn will lead to constructing appropriate realities in organization for business growth.
Professional Coaching (PC)
This coaching is for professionals who are interested in developing themselves personally and simultaneously find meaning in their work.
Our focus is to support professionals to develop an identity that is in tune with their personality, their professional role and the meaning they give to the work they do.
Often, when there is a dissonance or discord between work and self, although the employee is capable and has organisational resources to support the employee may feel stuck in an impasse. Through coaching, as the employee acquires the skill to match the dimensions of work and self, their performance and the ease with which they execute work rises beyond expectations. The coaching also focuses on developing the nature of reflective thinking both on self and organizational situations. The coaching also helps develop skills to construct a shared reality through leadership communication and leadership relationship.
Collaborative Competence Coaching (CCC)
C3 can be chosen for mangers who are taking on a new role or a position or a transfer from one unit to another.This coaching is also useful when there is take-over or merger between two or more organizations. This coaching focuses on developing flexibility to suit a variety of working styles and building role competence. This coaching helps develop an attitude for building a competent culture rather than making the organization dependent on individual competence.
The C3 specializes in helping handle the sticky areas that emerge when two different organizational cultures merge. Coaching equips managers with adequate tools to navigate and manage the down curve situation that arises during the transition time from the old system and the new system. In this coaching the mangers also learn to handle conflicts and
emotional exchanges among employees during this transition period using dialogical engagements.
Dialogical Organizational Development (DOD)
Dialogical Organizational Development or DOD as the name suggests has its focus on dialogue instead of being diagnostic. As a consequence the focus lies not on changing how things are done in an organization but to change the mindset with which things are done. Since this OD is dialogical in nature, it satisfies the prerequisite of engagement amongst employees. In the dialogical climate the patterns to be addressed emerge and the dialoguing group energy compels people to redefine their approach at work. In our training we have developed several models that will help frame dialogical situations for various organizational requirements. Our dialoguing process includes systemic perspective that has options to match any organizational context.
The outcome of DOD results in building :
- Shared reality
- Shared responsibility
- Shaping roles
- Shared strategy
- Shared performance
- Shared leadership