Analysis and Profiling:

The starting point in coaching any individual or group for knowledge and information management is the acquisition of an adequate picture of their business and organisational role.

This must also be seen in relation to the overall organisational structure, business processes and business relationships (both internal and external).

Organisational and functional cultures comprise the environment within which knowledge and information is handled. This must be understood along with the national and professional culture of the group or individual in order to define appropriate interventions.

A profile which characterises existing knowledge processes and relationships is the basis for identifying changes that will enable greater individual and organisational effectiveness as well as turning knowledge resources into a factor for enhanced business competitiveness.

Defining the goals:

Goal setting is related to the original purpose for an intervention, but it is most important that the development, honing, and on occasion, the replacement of these goals occurs during the coaching process.

In contrast to top-down strategies that impose goals, and training courses that leave the individual to create links to their own context, the coaching model is an ideal method for achieving goals that are both relevant to the organisation and are internalised by the individual or group.

Customising the coaching programme

After profiling and goal setting, the nature and structure of the coaching support can be given more precise definition. This arises out of a process of interaction between the coach, the coachee and the organisation, and cannot be predefined.

The coaching style I employ is based on a personal, cultural and contextual understanding of the learner.
Although some training and technology needs will be identified, the main focus will be on helping the individual or group to identify their own key knowledge tasks and resources and to improve their leverage in the context of organisational role.

To facilitate effective change as a coach, I maintain an