Let’s face it. Innovation is hard work and requires leadership support if an organisation is going to be successful at it. And every innovation leader needs an innovation coach who can come alongside and help you, as an innovation leader, achieve success.
Hargraves Innovation Coaching offers you a unique and advantageous opportunity to unlock your inner potential, guided by Allan Ryan and our team of expert coaches.
Skill and competence are no guarantee of success. Hargraves training will allow you to gain the competitive advantage through many aspects of leading innovation in your organisation. So what is Hargraves Innovation Coaching about?
A structured approach.
Going through a structured coaching programe for innovation can offset often hidden barriers as well as bridge countless other unknowns. Working in a safe environment with a knowledgeable innovation coach can clearly help.
The coach’s role is to facilitate and collaborate.
Our coaches are experts in innovation processes, tools and methods. Our role is to explore options so that you can draw your own conclusions and value. We do not impose.
Pause, learn and then move on to new innovation purpose and knowledge.
By helping you to firstly pause, then take stock of the significance of various innovation transitions, our coaching approach helps you determine the best way to proceed.
The process takes time.
It’s not just the time available for coaching sessions, but also the work that needs to be done between coaching. It could also take a few sessions focused on specific areas before you pass from one state to another.
Innovation Mentoring vs. Innovation Coaching: Which Do You Need?
Let’s understand the difference between a coach and a mentor:
A coach provides specific instruction regarding how to improve your performance. For example, a baseball coach will help his team improve specific functions, like pitching, catching or batting. He will offer clear directives and suggestions for improvement.
A mentor focuses on the individual’s needs, not the needs of the organisation they work for. The mentor’s role is to not only help the mentee now, but help them develop the skills needed for future roles.
What innovation approach and coaching steps or phases are used?
Coaching for behavioural change is divided into individuals, team and organisation levels. Participants go through four stages of personal awareness.
- Unconscious Incompetence – this is often a self reflection stage where the coach and the person receiving the coaching simply reflect and draw out areas of incomplete knowledge.
- Conscious Incompetence – from these reflections you gain insights, you begin to explore tested tools and techniques, you begin to frame new references that are relevant, you begin to explore and experiment.
- Conscious Competence – As you begin to ‘grasp’ differences this enables the exchanges between coach and person being coached to look at the alternatives with a growing confidence and some ‘matching’ begins to occur.
- Unconscious competence – the final part where the impact of what has been learnt, understood, investigated and explored has a real personal impact. It seeps into the make-up of the person and changes there ‘going forward’ behaviour.
At Hargraves, we’ve been carrying out formal and informal coaching since 2006. Allan Ryan and our Hargraves team have joined thousands of individuals, each on their own innovation journey. The experiences we’ve shared ensures we’re well qualified to coach and support you as an innovation leader.