Tonbo Coaching, Cape Town - HOMEPAGE
'TonboCoaching is focused on building teams from a Human Resources perspective.'
Building teams help you to become the best you can be as a leader and teaches accountability and responsibility within team members. Simply put – teambuilding is about learning to orchestrate and to empower by providing the right instruments to the right individuals. Our process will lead, teach and enable role players to reach these outcomes.
The benefit of 'coaching 4 better work performance' is the creation of a clear and transparent platform for individuals to truly engage their talents and skills. Successful teams lead to skills retention, which impacts greatly on the overall performance of any organisation. Our process will identify, train and support change within teams.
TonboCoaching was created to nurture courage, strength and happiness within individuals, teams and organisations. Coaching and Mentoring form the basis of setting goals, making them achievable and living the consequence of commitment possible.
Our vision and mission are to:
- Consult – by looking at different systems/procedures/individuals from all angles
- Engage – in transformation
- Create flexibility
- Set goals – to reach desirable outcomes
Our Symbol:
Why 'Tonbo'? The power of the Dragonfly lies in its ability to see around things by looking from different angles. Using its ability to transform colours and light by reflecting and refracting them, the Dragonfly shows us that life – like light – can bend, shift, and adapt in various ways, making life never be what it appears to be.
The Dragonfly's magic encourages us to see through life's illusions and find our true vision. It calls us to transform within our lives and reminds us to feel deeply so we will have the compassion necessary to help ourselves and others.
Article:
Coaching 4 Better Work Performance - by Veronica Stephens
Oops . . . the "aliens have landed" or is it just about the small matter of understanding the concept. With the current economic, corporate and global demands we are inadvertently faced with the pressures of skills retention in South Africa.
Disciplinary procedures can be seen as the simplistic process of a disciplinary hearing to deal with performance issues, and why not, for many decades this is how it was dealt with. But is it this simple?
The general consensus in some cases is that the Employee knows what is expected of them. The fantastic concept of accelerated programmes for advancement through the ranks to meet the set targets has proven in some instances to be a roller coaster ride to performance inconsistencies.
The long road on the South African employment market toward equal opportunities and skills development has left some industries lacking and others flooded.
Getting back to the Coaching and Mentoring concept. Coaching is a process of support, encouragement and goal setting to reach goals. Skills and competence transfer take place in a constructive and confidential relationship. Mentoring on the other hand is a trusted friend, counsellor or teacher with more experience to teach and guide or even be part of a "buddy" system to enhance workplace skills.
Fundamentally coaching more than any other skills development process has the capacity to support business improvement as it supports skills enhancement in a positive manner.
During the process of coaching for better work performance the focus is ultimately:
- An understanding of why people do what they do
- Highlights the downside of using punishment or punitive language
- Applying behaviour management techniques
- Creates a mindset of believing the right things to success
- Allows for constant coaching analysis and planning to change behaviour
- The process is completed on-the-job which enhances the learning process and relevance of application
In summary, the coaching process creates the opportunity for a fair and substantive grounding that supersedes the normal disciplinary code. A process aimed at a higher skills retention environment in an already challenged skills shortage market.
To read more articles published by Veronica Stephens refer to:
