SIRRI AB offers NLP (Neuro Linguistic Programming) coaching and high performance programs to corporations, small business owners as well as individuals who want to generate health, wealth, better relations happiness and who want to achieve success and balance in their lives.
Coaching sessions are designed to guide you in achieving desired goals using tools from NLP and transformational technologies. NLP has been described as the software of the mind and provides powerful tools to help you build the resources to achieve your goals.
One-to-one Executive Coaching
Great leadership is one of the key differentiators of successful organisations. Investing in coaching provides tools and conditions that enhance and further develop leadership skills giving executives a real advantage and a true competitive edge.
Executives using one-to-one executive coaching are individuals who are aware of the complexities of leadership, and want to develop an integrated, harmonious, genuine leadership approach. Those are individuals who interested in questions like:
One-to-one Private Coaching
In private coaching the issues you may want to work with might be slightly of personal character. Building better relationships, creating better health, career transition, finding more satisfaction and balance in your life can be counted as examples.
You can benefit having a listening partner and sounding board and a coach keeping you on track and give you open feedback if you are interested in questions like:
Development Programs - Quality Acquisition by Modeling
Modeling is the process of taking a complex event or phenomenon and breaking it into small enough chunks so that it can be recapitulated or applied in some way. Behavioral modeling involves observing and mapping the successful processes, which underlie an exceptional performance of some type.
Whatever method an organisation uses to evaluate skills, the results are likely to show an approximately 'normal distribution' of capabilities. Most people will occupy the mid-range; a few are top performers while the rest are at the other end of the scale. The basic principle of modeling in organisations is to discover what top performers do that is different from their colleagues and to transfer those skills to everyone else, thereby 'skewing the curve towards the high-performer end.
Application Areas of a Modeling Project
Modeling can be applied to various areas like:
Stages of a Modeling Project
A typical modeling project will go through the following stages:
1. Preparation: Preliminary interviews with the organisation to identify: the purpose and measurable evidence for successful conclusion of the project; those competencies most useful to model; who are the top performers to be modeled; the scale of the project; the budget and an action plan.
2. Information Gathering: Allocating time needed with each of the top performers in the context within which they use their skills as well as follow up interviews. Similarly, some average performers will need to be studied in the same context for comparison. Usually three people in each category are sufficient.
3. Model Building: The use of comparative and contrastive analysis to identify what the top performers are doing that the average ones are not. This results in the construction of a model of effective behavior and mental processes. Now comes the application of Occam's Razor: to simplify the model to it's minimum components while still maintaining the results - discovering the difference that makes the difference.
4. Testing: Teaching selected average performers how to use the model and measuring how much their results improve (using the criteria defined in Stage 1). The model is then refined and documented.
5. Transferring: At this point, the direction the project takes depends on its purpose. Three common routes are to:
Project Time scales
Stages 1 to 4 are likely to take approximately 20 days if the competency being modeled is well specified. More general skills or qualities are usually a complex composite of behaviors, strategies and attitudes and consequently take more time to elicit. Time scales for Stage 5 are related to the size of the organisation and numbers involved.