When it comes to up to the minute management theory, the experts agree on one thing: amid an atmosphere of constant change, people make all the difference. And there's no doubt that what distinguishes today's business success stories is a clear commitment to developing and retaining high-performance employees - people who can deliver.

Personal and professional development can be accelerated and enhanced through regular observation by interaction with an experienced coach. Ongoing feedback and support can help participants develop whilst on the job.

Quadrant has two distinctive coaching processes: Discussion Partnering and Executive Coaching for Change.

The intent of discussion partnering is to create conditions of success for individuals by providing a 'safe' environment for them to explore issues of concern, successes achieved and challenges ahead. Discussion Partnering helps them be the 'best' they can be by identifying and building on strengths and identifying and developing areas for improvement.

It involves meetings between the individual concerned and a Quadrant Consultant; diagnostic data gathering through an in-depth interviewing process, and, a range of follow-up strategies which could include:
Feedback on diagnostic in report form which details areas of strength and where further development is required
analysis of past critical incidents and identification of work related issue/s requiring attention
alternative approaches to dealing with forthcoming situations
specific tasks to be completed after each session

This process involves a series of goal-focused one-to-one sessions over time. An initial assessment is done to gauge the current reality. This may be done through interview, analysis of existing organizational data, or the use of a range of diagnostic processes and tools. Our aim is to quickly develop a sense of the issues and areas where behavioural change is required.

The coaching is generally conducted within the work place where participants are encouraged to focus on work problems related to the specific areas where development is required. The process includes;
Analysis of behaviour and performance in given situations
Behavioural feedback, where appropriate
Development of strategies to improve performance
Transferring skills to meet particular development requirements