At The Empowering Wall:

• We believe that everyone was born with talents, and the potential to achieve great things for:

- Themselves
- Their families and friends
- The organisations with whom they work

• we believe that everyone can and should achieve personal success throughout their lives, by utilising their natural and learned capabilities.

• we believe that very few people can realise their full potential without help:

- From parents and relations
- From teachers, peers and friends
- From professional coaches or mentors (like us at The Empowering Wall)

• We believe that our ability to achieve personal success is constrained by our ‘Negative Voice’ – influenced by our culture, our experiences, or our perceptions

• We believe our ‘Negative Voice’ inhibits our willingness to go beyond our ‘comfort zone’.

• We can help you to effectively manage our ‘Negative Voice’, maintain personal control, and remove barriers limiting your success

• We believe we have the tools and experience to enable your business and your people to realise their full potential in the workplace.

• Our experience tells us that a person’s used talents and capabilities are:

- A fraction of their true talents and potential
- Largely unknown by the person
- Accessible through effective coaching and/ or mentoring

• We have a social responsibility to use our talents to benefit others – that is why The Empowering Wall exists

• We are continually amazed by the success that others achieve following our conversations

• We are committed to making a positive difference to the working lives of those with whom we partner

• When we overcome our inhibitors and personal fears, we can achieve many great things – and inspire others to do the same

• At The Empowering Wall, we believe we have an obligation to help others.

• 

  At The Empowering Wall we seek at all times to add value to those with whom we work:

- We have the capability & desire to enable others to grow
- We partner with others to enable them to break through their personal barriers
- We empower so that others seize opportunities to progress
- We nurture personal growth & development towards true self fulfilment

• Through confidential conversations, we facilitate:

- Personal reflection,
- Self-evaluation,
- Create a plan and commitment to action
- Support the adjustment to the changed personal situation

• Workplace Performance Coaching (sometimes referred to as “Executive coaching”) is suitable for individuals in leadership, professional and para-professional roles.

• It is a working partnership entered in to for the purpose of identifying and removing interference that limits personal and professional development.

• The coaching environment provides a neutral space to explore required outcomes in relation to perceived problems.

• Coaching is achieved through one or more conversations between the coach and coaching counterpart.

• Through self-reflection and self-evaluation, the coaching counterpart will gain greater insight into themselves and their professional and personal environments.

• The coaching counterpart will be constructively challenged towards suitable action, through gentle questioning.

• The coach will not ‘tell’ or ‘advise’ the counterpart. Rather, the counterpart will discover the solutions, and thus have greater commitment to implement changes

• Solution focused goals are drawn from these conversations which are then developed into sustainable personal and organisational change.

• Professional mentoring is the process of developing and maintaining a trusting partnership between the mentee and mentor, such that the mentee can self-develop over the medium to long term.

• The focus of conversations is on the whole of the mentee’s situation – personal and professional – to develop the mentee as a holistic individual within the framework of their career.

• The mentee develops a range of career-oriented goals and timeframe for achievement.

• The mentor/mentee partnership works through a range of strategies, interspersed with the mentor’s own life experiences and knowledge, to develop goal realisation actions, and manage to them.

• At certain times, the mentor may adopt workplace performance coaching strategies. At other times, the mentor may act as a direct trainer or assessor, to ensure the mentee’s development is progressed.

• At all times, the mentee has the responsibility for continuing the relationship, and for setting/varying the goals to be achieved.

**** Client Testimonial 1 ****
Linda, Hospital Coordinator,
Ashford Hospital (Healthscope), SA
………………………………………….

 *** The Empowering Wall ***

WHAT OUR PARTNERS HAVE ACHIEVED

• Organisations:

  • Team and individual productivity improvements in the workplace.

  • Improved key staff retention.

  • Fast tracking of future leaders into core leadership roles.

  • Cost effective introduction of industry standards and workforce capability
    transition & compliance.

  • Greater & broader workforce acceptance of workplace change.

• Individuals:

  • Broadening career scope and managed risk taking

  • Ability to thrive in a constantly changing workplace

  • Personal growth, accepting greater responsibility and delivering
    effective outcomes

  • Overcoming workplace barriers and achieving self-fulfilment

  • Gaining the required skills for effective leadership

**** Client Testimonial 2 ****
Joe, Director, Inspirish
business & IT consulting, SA
……………………………………..

 *** The Empowering Wall ***

WHAT OUR PARTNERS HAVE ACHIEVED

• Organisations:

  • Team and individual productivity improvements in the workplace.

  • Improved key staff retention.

  • Fast tracking of future leaders into core leadership roles.

  • Cost effective introduction of industry standards and workforce capability
    transition & compliance.

  • Greater & broader workforce acceptance of workplace change.

• Individuals:

  • Broadening career scope and managed risk taking

  • Ability to thrive in a constantly changing workplace

  • Personal growth, accepting greater responsibility and delivering
    effective outcomes

  • Overcoming workplace barriers and achieving self-fulfilment

  • Gaining the required skills for effective leadership

**** Client Testimonial 3 ****
Val, Learning & Developement Manager,
BT Financial Group
………………………………………….

*** The Empowering Wall ***

WHAT OUR PARTNERS HAVE ACHIEVED

• Organisations:

  • Team and individual productivity improvements in the workplace.

  • Improved key staff retention.

  • Fast tracking of future leaders into core leadership roles.

  • Cost effective introduction of industry standards and workforce capability
    transition & compliance.

  • Greater & broader workforce acceptance of workplace change.

• Individuals:

  • Broadening career scope and managed risk taking

  • Ability to thrive in a constantly changing workplace

  • Personal growth, accepting greater responsibility and delivering
    effective outcomes

  • Overcoming workplace barriers and achieving self-fulfilment

  • Gaining the required skills for effective leadership

**** Client Testimonial 4 ****
Vic, Service Delivery Manager,
Asgard Wealth Solutions, WA
………………………………………….

 *** The Empowering Wall ***

WHAT OUR PARTNERS HAVE ACHIEVED

• Organisations:

  • Team and individual productivity improvements in the workplace.

  • Improved key staff retention.

  • Fast tracking of future leaders into core leadership roles.

  • Cost effective introduction of industry standards and workforce capability
    transition & compliance.

  • Greater & broader workforce acceptance of workplace change.

• Individuals:

  • Broadening career scope and managed risk taking

  • Ability to thrive in a constantly changing workplace

  • Personal growth, accepting greater responsibility and delivering
    effective outcomes

  • Overcoming workplace barriers and achieving self-fulfilment

  • Gaining the required skills for effective leadership