Performance coaching, sometimes known as executive coaching or organisational coaching, focuses on helping clients improve outcomes in the workplace. Performance coaching usually includes defining performance goals, improving awareness of factors impacting on performance, mastering and implementing tactics to improve performance, and building the emotional capabilities to survive and thrive in high performance teams and organisations. Performance coaching can help leaders and team members to develop:
- Greater awareness of self and others;
- Improved communication skills including assertiveness and conflict resolution
- Enhanced emotional intelligence
- Better situational awareness and presence
- Greater capability to motivate and build team culture and performance.
- Handling Difficult Conversations
- Building Better Teams
- Surviving and Thriving Under Stress
- Making Conflict Work
- Strategically Managing Change
- Developing Leadership
- Thriving in Careers and Professional Development
- Status: People in higher-status positions usually feel freer to engage in conflict and are less likely to avoid confrontation.
- Company style or unwritten rules: Some companies encourage conflict; others have unwritten rules that it is to be contained or avoided.
- Gender differences: Males are generally encouraged to be more confrontational than females.
- Behaviour learned in families: In some families, conflict and confrontation are a communication style. In others, conflict always remains hidden.
- Behaviour learned from role models:
People who have had a teacher or boss who modelled effective conflict-resolution skills are more likely to develop these skills themselves.
- Identify the triggers to workplace conflict
- Improve their coping strategies for dealing with conflict
- Identify and engage with social supports
- Learn conflict resolution skills
- Cognitive Behaviour Therapy
- Mindfulness Based Cognitive Therapy
- Interpersonal Therapy
- Solution Focused Brief Therapy
- Acceptance Commitment Therapy
Northside Psychology has an extraordinarily strong team of executive coaches. Our people not only practice performance coaching, we research, teach and publish on organisational psychology in international journals and books. So we know what works and what doesn’t, and how to help you with the very latest in performance enhancement and behaviour change techniques.
Workshop and Organisational Development:
We have extensive experience conducting group training with thousands of managers to improve team cooperation, communicate more effectively, build motivation and lead more ethically and effectively. We specialise in helping people develop greater situational awareness and skill in building strong, positive relationships.
We have worked extensively with senior leaders in a wide range of industries including the public sector, the education sector, mining, telecommunications and professional services. Outcomes of our workshops and coaching include increased confidence and presence at work, improved relationship management, clearer and more assertive communication, a healthier response to conflict and criticism, more effective integration of thought and emotion leading to better judgements and an enhanced capacity to think strategically.
One of the distinctive features of our approach is that it is deeply grounded in the most recent theory and research regarding adult development, high performance and emotional functioning at work. Indeed, we are actively contributing to the evidence base concerning how mindfulness and psychological flexibility impacts upon performance, wellbeing and work engagement.
We also offer speaking services for seminars, conferences and meetings to build awareness and understanding of the latest research and techniques in Organisational Psychology and Organisational Development.
Deliverables for organisations:
Improved on-the-job competencies and skills developed through action and reflection
Real and sustainable solutions to pressing business problems
Pragmatic programs for creating self-sustaining excellence in management, values based leadership and team building
Personal development and individual transformation for key staff providing improved communication and cooperation throughout the organisation
Identification and capitalization on untapped talent, strengths and resources that lie within individuals and teams
Saving through the avoidance of burnout by improved emotional competency and the implementation of effective stress management strategies
Workers’ Compensation and Vocational Rehabilitation:
At Northside Psychology we offer treatment and assessment services for people with a Workers’ Compensation claim. We understand the Workers’ Compensation system, how to achieve results within the system and navigate the challenges that arise. We have psychologists that have worked within vocational rehabilitation for many years who have worked with a wide range of mental health issues and psychological disorders including trauma, anxiety, depression, grief, pain disorders and sleep disorders, substance abuse and physical disabilities. Moreover, we are able to assist with vocational and career counselling and vocational assessments designed to assist people in identifying suitable vocational goals and work that match their skills, interests and experience. We are also able to do fitness for duty and other assessments as required.
You may be eligible for psychological counselling if you have a Workers’ Compensation or Compulsory Third Party claim. You will need to discuss suitability for psychological counselling with your GP and /or Insurance Claims Manager. Northside Psychology must have approval from your Insurer in writing before we are able to provide services under your insurance claim.
Employee Assistance Programs (EAP) are offered by many employers. EAPs are generally short-term interventions intended to help employees and their household members deal with personal problems that might adversely impact their job performance, health, and well-being. The service is provided by registered professional psychologists who are able to provide support with work-related or personal mental health issues. Confidentiality is ensured as no information is shared with a third party, including the employer, unless authorised by the client.
Please contact the Operations Manager if you are seeking to establish counselling services for employees as a part of their Employee Assistance Program (EAP).
Broadly, there are two types of workplace conflict, namely when people’s ideas, decisions or actions relating directly to the job are in opposition, or when two people just don’t get along. Conflict may occur over who should do what tasks, how things should be done, or it may be a clash of personalities. While a certain amount of conflict may be productive if it prevents entropy and leads to positive change, it can also quickly become stressful and unpleasant, leading to a decrease in productivity.
Factors That Affect How People Manage Conflict:
Individuals who seek psychological help for dealing with workplace conflict often want help in order to:
Watch what you eat: Some substances amplify the stress response, including caffeine, refined sugar, too much salt, smoking, and alcohol. During times of high stress, eat more complex carbohydrates (fruits, vegetables, whole breads, cereals, and beans).
Get moving: The human body is designed to be physically active. However, without the need to hunt for our food, we are living increasingly sedentary lives. Exercise is one of the simplest and most effective ways to respond to stress. Activity provides a natural release for the body during its fight-or-flight state of arousal.
Sit back and relax: Meditation breath and progressive muscle relaxation are valuable ways to regenerate and refresh yourself. You can purchase meditation and relaxation audiotapes, record your own (http://www.cci.health.wa.gov.au/docs/ACF3C8D.pdf), or find others on YouTube.
Improve your sleep: set up a “worry chair” for earlier in the day. Process, plan, find solutions then put the stressors aside and have a worry free zone. Try using mindfulness and relaxation strategies regularly, exercise consistently, watch what you eat, reduce your alcohol consumption and reduce all stimulants (caffeine and nicotine), reduce “screen time” before bed
“Bore your brain” in bed by focusing on a dot above your head and count from 1-20 . Close your eyes but still imagine that dot. Every time you move or get distracted go back to 1. Repeat.
Conflict Resolution Skills
No one is born knowing how to resolve conflicts. Conflict resolution is a set of skills that anyone can learn. Let’s look at two important ones: active listening and conflict de-escalation skills.
Active listening is a valuable skill for resolving conflicts because it enables you to demonstrate that you understand what another person is saying and how he or she is feeling about it. Active listening means restating, in your own words, what the other person has said. Active listening is a way of checking whether your understanding is correct. It also demonstrates that you are listening and that you are interested and concerned. These all help resolve a situation when there are conflicting points of view. Active listening responses have two components: (1) naming the feeling that the other person is conveying, and (2) stating the reason for the feeling.
Everyone has been in an argument that has escalated. Before you know it, it’s blown out of proportion. Let’s think for a moment about some actions that will help you deescalate a conflict. In your experience, what actions put a stop to the defend/attack spiral?
• Stick with “I” statements; avoid “you” statements
• Avoid name-calling and put-downs (“A reasonable person could see that…”).
• Soften your tone.
• Take a time-out (“Let’s take a break and cool down”).
• Acknowledge the other person’s point of view (agreement is not necessary).
• Avoid defensive or hostile body language (rolling eyes, crossing arms in front of body, tapping foot).
• Be specific and factual; avoid generalities.
Conflict Prevention Skills:
Here are a few ideas in relation to preventing conflict:
• Bring issues out in the open before they become problems.
• Be aware of triggers and respond to them when you notice them.
• Have a process for resolving conflicts. Bring it up at a meeting and get agreement on what people should do in cases of differing viewpoints.
• Teach everyone conflict-resolution skills and expect people to use them.
There are many different approaches to treating people involved with workplace conflict. These include: