With a BPS (British Psychological Society) approved psychology degree and qualifications in professional coach-mentoring, NLP and counselling, it is hardly surprising that I am extremely interested in topics such as learning theory, personal development, empowerment and self-actualisation. This is an introduction to the Coaching and Mentoring services from Kim Tasso management consultant.
Introduction to Kim Tasso video
This short (10 minute) video introduces three core coaching models.
Why is coaching important?
A key part of strategy in any business is concerned with managing change and adapting behaviour of many people. To make training really have an impact requires thoughtful follow-up to ensure that the new knowledge and skills are practiced and applied.
As an alternative to training or to support the implementation of strategic change, the use of coaching and mentoring can be valuable. Having been a coach and mentor to many senior partners, managing partners/directors and departmental heads as well as to more junior people who have been through some of my training programmes I qualified as a professional coach and mentor in 2001. I was extremely fortunate to be supervised in my studies by Eric Parsloe, author of several leading books on the subject and the founder of the Oxford School of Coaching and Mentoring.
Coaching is a process that helps and supports people manage their own learning in order to maximise their potential, develop their skills, improve their performance and become the person they want to be Eric Parsloe
Mentoring is off-line help by one person to another in making significant transitions in knowledge, work or thinking European Mentoring Centre
I am a qualified professional coach and mentor (independently assessed by experienced practitioners and rated highly by former learners) who also has a degree in psychology and NLP, psychometrics and counselling qualifications, numerous business qualifications and many years’ management experience from a variety of organisations across a number of sectors.
I am often asked to provide coach and mentoring services to clients in support of other consultancy and training assignments but also in stand-alone coaching and mentoring programmes. Some programmes are focused and last just a few months, whilst others continue over many years. Although my background is in strategic management and marketing it does not limit me to coaching individuals in these areas alone.
Coaching is often provided for high performing staff at both junior and senior levels who wish to improve their short term performance in a specific area or who are trying to adjust quickly to a new role or new responsibilities. Coaching is also valuable in helping people to identify their specific learning needs and to develop and implement a Personal Development Plan. Sometimes I provide coaching for business development improvement.
Mentoring is usually less structured and over a longer period of time and without a specific short term objective. It allows senior executives time to get some ‘heads up time’ and to think outside the box. It also enables them to share their concerns and difficulties to someone who is not in their organisation and who can offer different perspectives and approaches in a psychologically safe space.
I also provide training and workshops on coaching skills for managers. Here are summaries of some recent coaching workshops
12 thoughts on delegation, coaching and team management (kimtasso.com) January 2020
Coaching skills – the power of questions (kimtasso.com) May 2017
coaching and mentoring skills (kimtasso.com) December 2015
Seven takeaways from a coaching skills course (2014) – Kim Tasso November 2014
Coaching skills – the importance of active listening – Kim Tasso October 2014
And I review books on coaching for those who want to extend their knowledge. For example:
Helping people change: Coaching with compassion (kimtasso.com) October 2019
Coaching models – book review of Stephen Gibson’s book (kimtasso.com) August 2017
Coaching Case studies
To give you a flavour of the types of coaching and mentoring assignments I have completed, I offer the following case studies – which have been altered a little to protect identities.
Junior partner promoted
The initial brief was to improve a number of soft skills of this lawyer to support enhanced client relationships. Through a coaching programme, this internationally-acclaimed expert lawyer progressed to a senior partner position. We worked on successful business development strategies, resolving team development challenges and a number of management challenges.
Accountant grows a new business
Having started on business development coaching – which was successful in building a large client portfolio – this client went on to establish their own niche accountancy practice. The coaching programme then addressed numerous challenges including time management, prioritisation, client development and future business planning.
Business development with a team of young lawyers
After some initial introductory training courses, a team of young lawyers entered a programme of one-to-one coaching in order to help them develop and implement personal business development plans. All those in the programme developed significantly better client relationship skills and met their new business development targets.
New Managing Partner steps up
A fee-earning departmental head was promoted to managing partner of a firm that had just undergone a period of rapid and fundamental change. The coaching programme was designed to allow the individual time to assess and reflect on the various new challenges the firm faced and to adjust to the demands of the new position. It enabled to new MD to set priorities for action and to identify areas for self-development.
New Senior Partner evolves into new role
Moving into a less hands-on but more inspirational leadership and spokesperson role for the firm required a different set of skills and also an objective and ‘safe’ sounding board for the discussion of new approaches and plans.
Junior Marketing Manager progresses
The departure of a marketing director left only a junior and inexperienced manager in charge. Rather than recruiting a replacement director, the firm asked me to provide in-depth coaching and mentoring to the individual so that they learned rapidly how to manage the marketing function, plan future activities, liaise with the heads of fee-earning departments and develop their skills and knowledge in a time efficient way. The marketing manager made incredible progress over a relatively short amount of time (remarked upon by her line director as well as many others in the organisation) and developed significantly as an individual.
Senior Clerks into Managing Directors
A leading set of barristers asked me to undertake a year long training programme to help their senior clerk develop all the relevant management skills – business planning, financial management, human resource management, client development, marketing, new business development and international sales. The programme was so successful that it was then rolled out to the next level of management.
Returning Business Development Manager
I was asked to coach and mentor a business development manager who was due to return from maternity leave into a different management role. The programme started two months before her actual return and continued until she had made the transition successfully.
New Managing Director leads strategic change
A consultant was elected Managing Director of a small consultancy that was facing a number of challenges. In addition to managing the strategic review process to set a new course for the business, I coached the MD through the Board negotiations and people issues required to obtain commitment to and implementation of an ambitious new business plan.
Litigator personal development
An exceptionally bright litigator in a highly specialist and groundbreaking area sought assistance in dealing with a number of sensitive internal and demanding external issues and was pleased with the coaching results achieved within a short timescale.
Office Head exceeds all targets
The partner in charge of a new office sought help in getting the venture off to a good start. His one-to-one coaching programme – with an emphasis on profile raising, creative positioning and new business development – was subsequently adapted for the other five members of the team and the new office surpassed all its targets in a very short space of time.
Property director navigates business and personal crises
The super-busy and highly successful Executive Director of a leading property firm sought assistance in managing a complex web of high level professional and work commitments whilst balancing some extremely demanding personal circumstances.
Please let me know if you would like further details of the individual or group coach and mentoring programmes available.