FAQs

Coaching is a confidential, non-judgmental conversation between a person trained in the art of coaching and another person(s) – client, for the purpose of advancing the course of the client. The coach utilises the human abilities of the clients, that makes them able to understand, learn and change their behaviour for progress. Coaching is not advice, therapy, or counselling. The process of coaching is facilitated by a coach who has acquired skills in the process of coaching and uses tools and techniques learnt through training and personal development for the purpose of furthering the client's agenda for growth and fulfilment. Reference: PSG Practitioner Diploma in Neuroscience, 2019.

Clients say coaching have helped them Discover and master how to use inborn intelligences (Head, heart and gut) for balance, fulfilment, health and wellbeing. Discover how to regulate and manage energies for personal growth. Sort out muddled thinking and gain clarity of purpose and direction in life. Navigate soul searching for life purpose and meaning. Brainstorming personal and work-related issues. Identify needs and pleasurable activities to help design and maintain a balanced life. “Coaching, then, seems to be the option for those who want to move forward, rather than deal with the past, although that in itself can be challenging.” (Irish Times.com). Coaching helps people make important life – enhancing changes (Boyatzis, Smith & Oosten, 2019). References: https://www.irishtimes.com/life-and-style/health-family/how-coaching-has-moved-off-the-sports-field-1.3366915 Boyatzis, R, E., Smith, m., Oosten, E.V., (2019). Coaching for change. Harvard Business Review September – October 2019.

Ottawa Charter states that health is created where people live their everyday life (WHO, 1986). Statistics show that the workplace is where most people of working age spend over 60 percent of their waking life (Wills and Naidoo, 2016). Influences of the workplace on health can be positive or negative, making it an important setting for health promotion interventions aimed at improving health of the overall population (Noblet and Rodwell, 2010). Living and working conditions is one of the main determinants of health (Dahlgren and Whitehead, 2007 cited in Naidoo and Willis, 2016). According to Hodgins, Fleming, & Griffiths (2016) “The workplace provides an appropriate setting for holistic planning and delivery of a range of health promotion programmes that contribute to the health improvement of the working population”. The workplace therefore is an important setting for creating and improving health. The workplace represents the space (physical or virtual) and relationships (psychosocial/socio-ecological) surrounding people who work. Workplace is an essential component of the social determinant of health (Hodgins, Fleming & Griffiths, 2016). The cohesive environment of the workplace makes it useful for addressing factors associated with holistic and broader determinants of health using both internal and external resources (Noblet and Rodwell, 2010). References: Noblet, A. J. & Rodwell, J.J. (2010). Workplace health promotion. In S. Leka & J. Houdmont (Eds.), Occupational health psychology (pp. 157-193). U.K: Wiley-Blackwell. Hodgins, M., Fleming, P., & Griffiths, J. (2016). Promoting health and well-being in the workplace: Beyond the statutory imperative. Macmillan International Higher Education. Naidoo, J, & Wills, J. (2016). Foundations for health promotion (4th ed). Elsevier. World Health Organization. (1986). The Ottawa charter for health promotion. Geneva: WHO.

Employees often observe improvement in motivation, work atmosphere, and team cohesiveness, while most companies' records, show reduction in sick leave, increased motivation, and increased productivity post workplace health promotion interventions. Other benefits include: Improved employee wellbeing Increased productivity and profitability Improved organization reputation Reduced staff turnover Improved personal effectiveness Improved workplace and personal effectiveness Improved mental wellbeing Reduced psychosomatic illness Reference: Burton, J., (2010) WHO Healthy Workplace Framework and Model: Background and Supporting Literature and Practices.

A healthy workplace is one in which workers and managers collaborate to use a continual improvement process to protect and promote the health, safety and well-being of workers and the economic sustainability of the organisation by considering the following, based on identified needs: • Health and safety concerns in the physical work environment. • Health, safety, and well-being concerns in the psychosocial work environment including organization of work and workplace culture. • Employee personal health resources. and • Avenues for participating in the community to improve the health of workers, their families, and other members of the wider community. Examples of workplace health promotion interventions A WHO review of interventions to improve diet and exercise found multicomponent workplace interventions aimed at providing the following were effective: Healthy food and beverages at the workplace Space for fitness or encourage stair use Family involvement Individual behaviour change strategies Participatory ergonomics programmes ​ Other examples are: Combination of individual and organizational approaches to workplace stress such as combining personal stress management with organizational efforts to increase participation in decision-making and problem-solving, increase social support, and improve organizational communication. Work-related programmes that can help reduce smoking behaviour, Workplace health promotion programmes targeting physical inactivity and diet Effective return-to-work intervention after a chronic illness or prolonged sick off. Reference: Burton, J., (2010) WHO Healthy Workplace Framework and Model: Background and Supporting Literature and Practices.