How would you rate your life? Your career? Your overall sense of achievement?

life coach

“Dr. Cecile Gericke is an experienced life coach. She has coached a variety of people in major companies such as Old Mutual, Investec, From Micro to Macro Skills and Standard Bank.  This process of coaching occurred in groups or on an individual level.  Today many CEO’s and MD’s are coming to her on a private basis to unlock their full potential. She also guides them with supervision on how to coach the team that reports to them.“

Over and above these experiences, Dr. Gericke became an internationally registered Life Coach in 2014. Coaching is about unlocking a person’s potential to maximise their performance.  It elicits the inner sources to get the necessary guidance from within rather than from outer sources.  It is not about giving answers, but rather directly concerned with the immediate improvement of performance.  The purpose of coaching is to enable individuals to make conscious decisions and empowering them to become the leaders they aspire to be.  Dr Gericke’s Coaching repertoire has 52 different skills that can be adjusted and personalised for each individual’s use.

Life coaching is the systematically planned and direct guidance of an individual or group of individuals by a coach to learn and develop specific skills that are applied and implemented in the workplace. Therefore, coaching translates directly to clearly defined performance outcomes that are achieved over a short period of time.

Coaching and therapy have similarities and a coach should have psychological qualifications.


GROUP

The Imago principle and the Family Constellation principle can be used. Consequently, both work exceptionally well as they include both cognitive and emotive therapy.


INDIVIDUAL

  • Provides day-to-day skills to be used on the job
  • Two parties are involved, i.e. the manager (coach) and the employee
  • The coach is usually the immediate line manager
  • Maintained by performance appraisals
  • Driven by individual coaches
  • Usually no policy framework for coaching
  • Coaches are appointed and is training focused
  • Relationships are formed due to supervisory role
  • Goals, objectives and tasks are not normally documented (informal)
  • Job outputs are measured
  • Used to promote individual competence
  • Relationships continue as long as there is a supervisor/employee relationship

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