---

& Consulting

---

mail@interpersonal-coaching.com

---

Home / Coaching / Thoughts / Systems

The Boss

---

Making Relationships Work, is probably one of the toughest expectations that most leaders face. Figuring out what it takes to create and market a product or service, is more of a technical exercise. The real challenge is getting everyone working off the same page! Interpersonal Coaching & Consulting looks at these relationship challenges from the perspective of 'people as people'. Human beings can only behave as human beings

The more these very natural and relatively predictable patterns are seen and understood, the more leaders can have flexible, adaptive approaches to handling the problems that may arise. Even more importantly, many problems may be avoided altogether. "An ounce of prevention...."

People....are your most valuableresource!

Consulting is based on the premise that human beings have to get the job done, no matter how automated a production process may be. At some level people are dealing with other people to make things happen and to keep things working. "Interpersonal Consulting" focuses on this relationship system and how it works, so leaders can more effectively handle the muriad of situations they face. It only stands to reason that knowing what you are dealing with goes a long way toward knowing how to deal with it.

Assessing the "interpersonal workplace" can be accomplished in different ways:

• Interviews: Much can be learned from talking with people that work together. It is often true that some issues begin to alter, merely by providing an opportunity to talk candidly about what is happening. The different perspectives people bring to each situation generally contain the seeds of resolution, as well. Sometimes interviews are structured to look at specific concerns, while at other times they are more open and broadly focused. Who is interviewed depends on what it is that a client is trying to accomplish. In general, it is useful to get a good cross-section of views, to fully understand a client's needs.
• Assessment instruments: These 'paper and pencil' instruments can be helpful to get some specific data on what is going on in a particular workplace. They can be specifically designed, to a particular situation, or standardized. Again, it all depends on the situation to be assessed.
• Feedback: 'Results' of the assessment process are analyzed and understood according to the relationship dynamics they represent. This information is discussed and provides the basis for the coaching-consulting effort.

  ---

  

• Individuals
• Groups

Coaching-consulting: This effort is focused around not only dealing with the immediate matters at hand, but also to try and understand the dynamics behind the issues: Prevention. A successful effort will include the client's working to address those areas that are seen to "generate the problem". Leaders, those with responsibility for others, are in the most potent position to do something meaningful. If leadership is not directly involved, in the forefornt of the process, any real change is unlikely. This process is usually one-to-one, but a group format is often quite effective. This does not mean "group process". Group Coaching, from our perspective, has more to do with the opportunity to learn from the experiences of others, as they work to solve their own piece of the puzzle.

Home / Coaching / Thoughts / Systems

The Boss

---