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Beehive Coaching and Leadership Development Ltd

Coaching Principles

The Beehive approach to coaching

There are many models and approaches to coaching, but we define coaching in the following way:

“A relationship, based on mutual trust, respect and equality, in which the coachee(s) decides the outcomes they want to achieve within the bounds of the coaching relationship, and the coach facilitates the coachee in achieving those outcomes.”

We base our coaching on the following six principles:

  1. The client has the answers.
    Coaching is not about telling the client what to do. Coaching works from the basis that the client has the resources, the answers and the capabilities they need within themselves. Only the client can determine their own actions as only the client has full knowledge of their situation and it is the client who has to live with the consequences.
  2. The coach’s role is to uncover the resources, answers and capabilities that the client has within.
    Though many clients may expect advice and to be told what to do it is not the role of the coach to give it. Advice-giving assumes that the coach knows best and also opens up opportunities for unhealthy dynamics. The coach may offer information but only on the strict understanding that it is for the client to decide how useful the information is or is not.
  3. Coaching addresses the whole person.
    It is impossible to coach without addressing the whole person. Issues at work often parallel issues at home, and lessons learned in childhood have a major impact on how individuals behave, think and feel as adults. Coaching is not therapy, it is focused on here-and-now issues, but it is impossible to successfully coach someone without understanding something about their life story and past.
  4. The client leads each session.
    This model of coaching is ‘client focused’ which means that each session is led by the needs of the client. The coach works with whatever the client presents. There is no set agenda – each meeting is time specifically for the client to use as they want to within the boundaries initially agreed with the coach. When the client agenda is finished, coaching must stop, even if temporarily.
  5. Coach and client are equals.
    The coaching relationship is based on trust and mutual respect, and is a partnership of equals. A relationship in which it is assumed that the coach knows best is an invitation to dependency, which is exactly what the process is trying to avoid.
  6. Coaching is about change, and everyone can change. 
    Clients come to coaching because they want to change, which usually means they want to improve their effectiveness in either their professional or personal life. The role of the coach is to facilitate this change. A client who does not want to change or who believes that they cannot change cannot be coached, and in this situation the relationship should be discontinued.

Interdependency is the safety culture associated with the fewest accidents and injuries and is therefore the safest way of working - (ref research Du Pont Bradley Curve).Trust is the key interpersonal component of Interdependency - (ref Beehive/Bangor University research).

Trust is an attitude. To increase trust and therefore interdependency it is necessary to demonstrate you are worthy of trust by displaying trustworthy behaviours - (ref Beehive/Bangor research &Trustworthiness Elements)

If you demonstrate trustworthiness through the five principles, others are invited to reciprocate and therefore trust and interdependency builds. The five Principles are:

  1. Meaning
  2. Interest in others
  3. Openness
  4. Integrity
  5. Intentionality

The D2iP b.SAFE Safety Leadership Programme is designed to introduce the five principles of trustworthy behaviour and trustworthy leadership within the organisation.

Organisational Behaviour Change

We have a proven track record in changing behaviours in organisations.
For more information about how we can help change behaviours in your organisation…..

Coaching & Mentoring

We’re passionate about coaching and mentoring.
For more information about our accredited programmes, coaching supervision and coaching services……

Team Development

No international sports team would be expected to perform without practice yet this is often expected of teams in organisations.
For more information about how we can help you develop your teams….

b.SAFE Behavioural Safety

There is growing recognition of the contribution to safety culture of non-technical training.
For more information about relational safety…..

Management & Leadership

Good management is something that you can DO well; leadership is more about who you ARE.
For more information about our development approaches …….

Beehive Cymraeg

Fel rhan o’n polisi iaith Gymraeg, rydym wedi ymrwymo i gyflwyno mwy o’n gwasanaethau yn Gymraeg trwy ein partneriaid cyswllt dibynadwy.

Ethical guidelines

We also work to the ethical guidelines of the European Mentoring and Coaching Council, a copy of which can be accessed at Ethical Guidelines of the EMC and our own professional guidelines.