What is the role of coaches and how do they differ from consultants and mentors?
Coaches partner with clients in a thought-provoking, experiential learning and solution-focused process that inspires them to maximise their personal and professional potential. Coaches work with clients to clarify goals, help construct their meaningful, hope-filled future and overcome obstacles. This work is deeply personal, and looks to harness clients personal strengths and align with heart-felt values.
Consultants are asked to offer specific professional or technical advice for business challenges. They are relied on to present solutions and to be the subject matter expert. Coaches, however, are experts in behavioural change regardless of the client's industry, and help the client to solve their own challenges and take action in their desired areas of growth.
Mentors support and guide the professional growth of their “mentee” through passing on their own experience and expertise in a similar field. Coaches encourage professional growth through a process of self-awareness, goal development and developing their inner resources.
Has coaching been proven effective in organisational settings?
Yes. Statistical analysis (meta-analysis) of findings from 18 robust studies in organisations showed significant positive effects of coaching leading to better outcomes in performance and skills enhancement, wellbeing, coping with stressors, work attitudes and job satisfaction, and goal setting and attainment.
What differentiates the Flourishing Works approach from other executive coaching services?
Our approach is informed by the following foundations:
A strengths-based approach bolsters performance. Our best work is enabled by using our inner resources - our strengths. Strengths are ways that we think, feel and behave that we find energising and satisfying. When we use our strengths every day at work, we are more engaged, more productive, more resilient and more loyal to our workplaces. With a focus on strengths, teams can work more effectively and organisational culture will transform positively.
Sustainable performance is underpinned by high levels of wellbeing. We recognise wellbeing (feeling good and functioning well at work) as a key enabler for performance enhancement and job satisfaction. This includes being able to connect to personally meaningful goals at work. Strong levels of wellbeing also support the ability to be resilient to pressure, change and challenge. Our approach enhances both the performance and wellbeing of individuals and organisations in ways that are sustainable.
Our coaching is evidence-based. It is concerning to us that as yet, coaching is not a regulated profession; anyone can call themselves a coach! Our real-world practical strategies and tips are not just our own musings, experiences or proprietary models; rather we apply the best available knowledge from the related scientific research and practice.
In addition to our rigorous training via our Masters degrees in Coaching, we enact the duty of care, competency frameworks and codes of ethics of professional associations such as the International Coaching Federation, the International Society for Coaching Psychology, the International Positive Psychology Association and the Career Development Association of Australia. We undergo continuing supervision and professional development.
Why are many organisations investing in creating mentally healthy workplaces and promoting wellbeing?
The overall prevalence of mental illness in the workplace is high. In a given 12 month period, 20% of Australians will have experienced a mental health disorder. The prevalence is even higher in some industries (eg financial sector at 33%). Mental health disorders come at a huge cost to those involved and present substantial costs to organisations. Costs to Australian business is estimated at $10.9 billion per year in absenteeism, presenteeism and compensation.
However, through effective action to create mentally healthy workplaces, organisations can expect, on average, a positive return on investment of $2.30 for every dollar spent on such initiatives.
We define wellbeing as our ability to feel good and function effectively at work. Investing in the wellbeing of employees has been shown to increase performance, engagement, productivity, retention and safety, and decreases in claims, sick leave, and absenteeism. Workplace wellbeing programs help employees to use their strengths, enhance their relationships, and find more meaning and engagement at work so that both employees and the organisation as a whole can achieve their true potential.
Who might benefit from our coaching, workshops and seminars?
We love to work with organisations that wish to build a partnership with curious, knowledgeable professionals who deliver approachable and effective programs and practical and measurable outcomes. Specifically, we work with organisations who wish to:
Retain and develop their female leaders through providing more direct developmental and career support
Give employees tools and skills to cope and even thrive in environments of change and challenge through boosting resilience and supporting wellbeing
Help teams perform and work better together through understanding and leveraging each other’s strengths, and the development of a shared identity and mission
Help executives to sustain performance and enjoy a personal meaningful career within the organisation
Retain talent and promote diversity through supporting employees in career transition, and when taking career breaks
Where does FW expertise in female leadership come from?
Debra and Kate have had extensive corporate careers and personal leadership experience. They’ve used their knowledge to build their boutique practice over many years around their passion for serving women. They have a strong appreciation for the unique challenges women face in leadership representation, and in juggling work and life to avoid burnout. Kate and Debra help women boost resilience, harness their strengths, and lead authentically with confidence.
What is the first step to understanding if Flourishing Works will meet our individual, team or organisational needs?
We would suggest an initial phone call or face-to-face meeting to determine the value we could add to your current programs and discuss your organisational objectives and culture. Please contact us.
What evidence is there to support Flourishing Works programs?
The World Economic Forum, Global Gender Gap Report 2015 tells us that what the world is seeking from leaders changing; feminine traits such as collaboration, empathy are on the rise, positioning women well to be effective leaders.
However, the Resilience Enables Strategic Agility. Global resilience report 2018 discovered that women need higher resilience to counter traditional obstacles at work and representation of women at senior levels is growing slowly at best. Only 17-25% female representation. We are also aware that 50% of female leaders admit to feelings of self-doubt versus 31% of male leaders (Ambition and Gender Report, Institute of Leadership and Management 2011)
Flourishing Works strengths based approach recognises the following data gathered by Gallup and the Centre for Applied Positive Psychology:
98% of employees want their employer to recognise their strengths.
People who use their strengths every day are six times more likely to be engaged in their work, meaning they get more satisfaction and feel more committed.
When leadership fails to focus on individuals’ strengths, the odds of an employee being engaged are 9%, but when they focus on strengths it rises to 73%.
Engaged employees use their strengths at work around 70% of the time – that’s 6 ½ hours a day!
When performance conversations with managers focus on weaknesses, performance can decrease by 26%, but when individuals speak about their strengths it increases by 36%.
People who use their strengths are 38% more likely to be productive.
In teams, strengths use improves relationships, communication and teamwork
Individuals who use their strengths are more likely to achieve their goals, are more effective at developing and growing, and are less stressed and more resilient
How have clients responded to Flourishing Works programs?
“Kate and Debra’s resilience workshops for women in the capital markets were outstanding. The course content was practical and useful. The women completed the workshop sessions feeling invigorated and engaged. I would highly recommend them to other commercial groups looking for similar services” - Belinda (Australian Securitisation Forum)
“A great starting point for having the conversation around workplace resilience and wellbeing.” - Workshop Participant
“A practical and personalised program based on research, which offers practical tools and techniques you can apply.” - Workshop Participant
“The coaches were energetic, informative and compassionate.” - Workshop Participant
“I was feeling confused about going back to work. I didn’t think I wanted to return and thought I’d lost my passion for my chosen career. Through the coaching sessions I was able to understand how my values, strengths, passions and goals are linked, and with some guidance I could articulate them and draft up some new goals for the next chapter of my life. I was confident going back to work and not worried that I had been left behind when it came to progression and development after having my babies. I returned to work with a personal plan that gave me a sense of direction.” Michelle - Successful Transitions Program
Can an individual engage Flourishing Works directly?
Yes! Our signature program for individuals is “Express Career Coaching: providing you with clarity, direction and confidence for your next career move”. This is an accelerated program to comprehensively deliver everything you need to plan your next career move, position yourself as irresistible to employers and secure your perfect job. Click here for more details
Why use Flourishing Works for Career Coaching?
Debra and Kate have coached many women who at the heart of it, don't have the confidence to go after a fulfilling job. Their coaching is powerful to bridge this “confidence gap” by showing their clients the very best of who they are, how they can promote themselves in a natural, authentic way and help them make concrete and motivating plans.
Debra and Kate are uniquely placed to assist with career coaching though:
experience in the design and delivery of evidence-based career coaching programs
coaching qualifications - Both Debra and Kate hold the Masters of Coaching Psychology (Uni of Sydney) and are accredited in leading and well validated psychometric and career coaching tools
professional affiliations - Flourishing Works Coaches are professional members of the Career Development Association of Australia and the International Coach Federation, and abide by their professional and ethical standards. They hold relevant insurances.
What does FW Coaching NOT provide?
Coaching does not aim to treat mental health issues and therefore is not a substitute for counselling or any other psychological therapies. If we believe that coaching is not serving a client’s best interest, we will cease the coaching, and support the client with an alternative plan of action. If an alternative health professional is more appropriate, we have recommended referral networks. In some instances, a client can engage in coaching and therapy concurrently; we will work with clients on a case-by-case basis.
