Sally Kleyn |
 Contact |
My focus is team coaching. I am proud to recieve feedback like this: “Unquestionably Sally’s intervention with our Directors has changed the organisation beyond recognition. Her ability to make the fog disappear at Senior Level is invaluable”
I help groups and their leaders remove or reduce the forces that are getting in the way of their progress. I have innovative tools and techniques for woking with groups to help them attain high levels of functioning where they are able to do their work more effectively, efffeciently and with more creativity and responsiveness.
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Style
Using a systems orientated approach, we work on root causes, not symptoms. This means that you don’t have to solve the same problems over and over again. Clients often tell me that my approach succeeds where others have failed.
My goal is to help clients discover solutions that are sustainable after I leave the organisation. My client can be an individual, a team or a whole organisation.
I use a number of innovative tools, like The Group Development Questionnaire, which measures group effectiveness, Executive Team Alignment process and SAVI® (system for analysing verbal interactions).
Consultancy
I offer consultancy in organisational change. Working alone or with a team of associates, I help my clients identify what is helping and hindering positive change. Then we work together to discover how to remove the barriers.
The traditional approach looks at change as if it were a ‘thing’ to be managed, much like any project. My clients have learned the hard way that these approaches don’t work. They come to me for an innovtive approach to organisational and team change – a ‘systems oriented’ approach.
By seeing the whole as well as the parts and the interrelationships between different levels in your system, I can help clients achieve their change goals more efficiently, more effectively and with less stress and turmoil. Best of all, they have these skils to employ again and again as new challenges arise.
Some of the ways I can work with clients (as an indivdiual, a team, or a whole organisation)
- Developing the emotional intelligence of the organisaiton so that peole can approach change with more curiosity and less anxiety
- Mapping the helping and hindering factors across the system and identify the ones to modify
- Coaching for chief executives and seniour mangement teams to help them shape a climate that reduces fear and anxiety and nurtures creativity and responsievness
- Change agent skills and strategies for HR professionals, change leaders and chnage agents
- Learning sets and action groups to test new ideas, amplify and spread success
- Creaing forums for people to explore their experiences and clarify their goals.
I also offer training in facilitation and consultancy skills.
Executive Coaching
I work as an executive and team coach. I have a background in Counselling, Business Management and Systems-Oriented Organisational Development.
My executive and team coaching is built upon four cornerstones: 1) rigorous training and years of experience as a counsellor in quite challenging environments; 2) corporate sales and international sales management experience; 3) years of working in management development across a wide range of market sectors and 4) Master of Science academic work in the area of change facilitation for individuals, teams and organisations.
Types of coaching I provide:
- Team coaching
- Performance coaching,
- Change management,
- Personal impact and profile,
- Emotional intelligence,
- Client relationship management,
- Conflict resolution,
- Anger management, and
- Personal development.
I enjoy team coaching, working with senior teams as they tackle real business issues and helping the team leader to harness the diversity and strength within the team.
Facilitation
I offer facilitation to create cohesive teams and groups than can achieve their goals.
Many approaches to team development, especially those that take people out of the work context into an exciting and challenging environment, fail to produce sustainable change when people return to work.
I believe that teams need to think and learn together as they engage in their day jobs. I apply a ‘systems oriented’ approach to team development that focuses on the goal, the roles required to achieve the goal and the context in which the work occurs.
Some of the ways I might work with a leader and their team:
- Collecting data from team members and other stakeholders to identify what is getting in the way of progress and the leverage points for change
- Designing away days or workshops to introduce key concepts, create a forum for dialogue, explore experiences, build a shared vision, create strategies, plan actions, build support, and discover ways to resolve conflict
- Telephone and email support between events to keep the momentum and stimulate discussion
- Coaching for the team leader
- Mapping the team’s communication patterns using SAVI® (System for Analysing Verbal Interactions) and helping them shift to patterns that will help them achieve their goals
- Using a creative technique for resolving conflict
- Getting to know about team dynamics and the phases of group development so they kow what to expect and can track their progress.
Training
I provide training in the areas of:
- Team membership training
- Change agent skills and strategies
- Facilitation skills
- Internal consulting skills
- Presentation of self and influencing
NLP
I am an NLP practitioner and I believe it has its place alongside a number of change technologies. I am not a zealot, nor do I overtly label my work as NLP. However, I have found NLP particularly useful in the areas of: dealing with traumatic incidents, developing self confidence and self belief, managing anger and other destructive emotions.
Keywords
Executive Team Alignment
Team Membership Training
Action Learning
Psychometric Tools
Entreprenurial Quotient
Communications