Sam Farmer, Owner-Director of Enhance Facilitation Limited, works with Next Generation Leaders and professionals who are engaging with the complexity of change: where limited time and information, and high risk, are key features of decision making. He guides clients to enhance their understanding of their context from a variety of perspectives.
Whether looking for a clearer strategy, improved relationships, creative insights or simply a more purposeful direction, Sam works alongside coachees to build confidence and wisdom in taking and implementing decisions that are accountable and consistent with their values. Whilst prioritising working in person with his clients, he also values the opportunity to work with them using other media, such as Skype. In addition, in partnership with HMA Training, Sam has designed the 100-Day Manager Course for on-line learning.
Sam has coached, presented and facilitated in New Zealand, Australia and the UK, as well as other countries. Individual and group clients operate in the corporate, state, not-for-profit and NGO sectors, including: Datacom, Dept Corrections, EY, Fred Hollows Foundation, HMA Training, Milford Asset Management, Ministry of Education, NZ Police, NZ Fire and Emergency, Staples Education Foundation. They are also referred by: FX Consultants, Instep Limited, New Zealand Coaching and Mentoring Centre, Switch Consulting.
What is coaching?
Coaching occurs within a safe and confidential environment where thoughtful questions and insightful reflections challenge the coachee, in purposeful collaboration with the coach, to surface their intrinsic values and strengths – and apply them.
What is Sam’s Coaching Model?
a. Organizational referral
i. Sponsor and Coachee meet with Sam to confirm the broad aims, expectations and accountabilities for the coaching. Details about reporting, measurement, review and information sharing (confidentiality) are also clarified.
ii. Proposal – Sam writes up a formal record of the above and forwards to sponsor (cc. Coachee) to confirm understanding of Coachee Context and Aims for Coaching – as well as meeting and costing arrangements.
b. OR Self-referral – Coachee and Sam have a brief meeting to confirm broad aims and expectations
2. First Coaching Meeting – clarification of fit, coaching contract, confidentiality, coachee values, context and general goals. How change will be measured
3. Initial Summary – provision to Coachee of written understanding of Coachee context, Aims and possible options and approaches to support the coaching process
4. Ongoing meetings and review – using evidence-based approaches that work for the coachee
5. Final review – assessment of coaching value; meeting with sponsor if appropriate
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