A rigorous approach to coaching that attends to the individual as an independent human being and in relationship to others and the world. The aim is to help grow the individual in his/her entirety of competencies and qualities: intellectual, emotional, relational, somatic and spiritual. Integral Development Coaching™ is marked by a dynamic partnership between coach and client, combining inquiry, reflection, practice and action.

Ultimately, Integral Development Coaching™ aims to develop a client’s capacity to continually embrace and integrate new ways of responding to his/her own needs, to his/her environment and to others.

DYNWL demonstrates how design thinking can transform our present job/life experience and how it supports us in building the future. Designers don’t analyse, worry, think or complain their way forward, they build their way forward.

The innovative approach is designed at Stanford University (US) by Bill Burnett and Dave Evans, both design innovators with previous experience at Apple.

DYNWL applies tools like ideation, reframing, prototyping, mind mapping and so much more.

The method has been scientifically proven to be effective.

A comprehensive approach to team coaching. Adopting this approach ensures the team is considered as part of a wider ‘system’, including stakeholders and environmental factors. Teams are assessed and coached on 5 critical disciplines for effectiveness and success, while on-going development is supported through Coaching Circles™.

We use the Team Connect 360 to collect and collate data from team members and up to 100 respondents before designing team development interventions, which are per definition tailored made.

The Coaching House is a strategic partner with MetaTeam.

MetaTeam is a diagnostic (360 degree) and a team development programme, all in one. The diagnostic identifies strengths/areas for further development related to Outer and Inner habits.

The Outer habits contribute to the impact with the team’s stakeholders, whereas the Inner Habits are the foundations of the team’s effectiveness.

Based on the outcome of the diagnostic phase, impactful development ‘workouts’ are being suggested.

SC&Cs promotes a specific coaching stance, clarifies systemic principles and offers systemic practices.

The SC&Cs perspective and methodology can be applied to individual coaching as well as to team development.

The focus is on the unwritten rules of organisational life and particularly on the dynamics which emerge to protect belonging in relationship systems.

A unique structure of language is used to connect clients with the deeper fields of ’truth’, resources and resolution held in systems.

What initially is not being ’seen’, becomes clearer through the creation of representational maps (Constellations) - often the first step towards resolution.

A creative and effective approach to team coaching that integrates the principles of Action Learning and the depth of Integral Development Coaching™. It is a facilitated process of peer coaching focused on a real-life business challenge through collaborative inquiry. Teams and leaders not only learn to better explore the possible perspectives to a business issue, they also hone their coaching skills and, in the process, the team finds a higher level of cohesiveness and functioning.

A 9-type personality typology as researched and developed by Don Riso and Russ Hudson. This personality typology is especially powerful because it brings depth as well as routes for development. Through their personality identification (the Integral Enneagram Questionnaire iEQ9), managers and leaders gain invaluable insight into their engrained response mechanisms, their motivations for these behaviours and their biases in terms of thinking, feeling and instinctual capacity. However, the personality type is only a diving board, a place to develop from, with possible routes and arenas to explore beyond the personality we default to.

A psychological theory of how people express their personality and how personal growth and change take place. Transactional Analysis is outstanding in the depth of its theory and the wide variety of its applications in any field where there is a need for understanding of individuals, relationships and communication.

The concept of life-script, e.g., maps out how we may continue to re-play past strategies in grown-up life, even when these produce results that are self-defeating or painful. Transactional Analysis rests on the assumptions that everyone has the capacity to think/feel/act authentically and autonomously and that people ‘decide’ their own destiny.

In essence, leadership is a conversation. Leaders spend most of their time in conversational engagement. How a leader shows up in these conversations determines the level of his/her effectiveness. We are inspired by the work of Marshall Rosenberg (Non Violent Communication), Fernando Flores (types of conversation), Bill Torbert (elements of speech) Judith Glaser (conversational intelligence) and Ontological Coaching, which considers the use of language as being at the heart of effective leadership.

Through a set of practices, managers and leaders learn to connect their intellectual capacity to their emotions and bodies. Fully engaging beyond the brain and knowing how to center and re-balance invariably builds clarity of purpose and intention, presence, confidence and power. This approach was developed by Wendy Palmer, rooted in her experience as an Aikido black belt practitioner.

In addition, we make use of the art of Focusing as developed by Eugene Gendlin. Focusing is a reflective practice centered in the body; the benefits lie in bringing the conscious thinking mind back into balance with the body mind that feels our lived experience. An approach such as ‘Let Your Body Make Up Your Mind’ connects inner work (e.g. reflection) and outer work (e.g. date gathering) when making decisions.

Is based on Integral Theory, as developed over the last decades by Ken Wilber. ‘Integral’ in this case stands for a ‘theory of everything’, drawing on science (e.g. neuroscience), psychology, human development, spirituality, and dozens of other fields, offering an understanding of ourselves and the world we live in.

Integral Life Practice is not just a new approach to self-development and higher awareness, but at the same time offers a way of making sense of a variety of insights, methods and practices.

This highly flexible approach helps people to develop physical health, emotional balance, mental clarity, relational joy, energy levels and spiritual awareness. Integral Life Practice informs Integral Development Coaching™ a unique way.

The field of neuroscience has exploded over the last decennia and recent findings give an intriguing perspective about the functions, limitations and capacities of our brains. Our coaching practice is informed by the application of recent findings in social and cognitive neuroscience and how these are being applied to leadership.

Topics that are of specific interest are: change management, performance management, self-regulation, self awareness, breaking bias.

Dr. Stephen Porges, originator of the Polyvagal Theory, identified a neuro-biological order of human response to ’safety’ and ‘danger’.

Our Autonomic Nervous System (ANS) scans for cues of ’safety’ and ‘danger’ without involving the thinking parts of our brain.

The process of Autonomic Mapping supports clients in understanding, befriending and regulating the ANS, in order to increase resilience through restoring connection (with self and others), flow and energy.

Our approach to building and maintaining resilience is based on the pioneering work of Jenny Campbell. Her research shows that ultimately, resilience is about our ability to reshape; or breakthrough resilience. It’s about building the capacity to reshape self, our relationships with others and our environment and to be resourceful, adaptable and energized, also in adverse circumstances.

Our resilience programmes are designed around the Resilience Dynamic ™ and the Resilience Engine ® and are also available for teams.

We are also certified in the Neurozone® model, linking specific and identifiable neuroscience markers to the human competencies most needed by individuals and organizations for sustained high performance. These include burnout avoidance, building resilience, leadership enhancement, and increased learning and innovation capacity.

We also use the Resilience Dynamic®Questionnaire developed by the Resilience Dynamic company.

The work of Robert Kegan, Bill Torbert, Susanne Cook-Greuter and others has given us new insights into the development of qualities such as integrity, mastery and maturity, courage and compassion, competence and character, consciousness and wisdom – leadership qualities called for when leaders are to demonstrate the ability to be up to the challenge of creating a thriving future for everyone in these complex and volatile times.

We are particularly inspired by the work of Bill Torbert, whose ‘action logics’ reveal how leaders make meaning. We use the Harthill Leadership Development Profile, a sentence completion test, to asses a leader’s ‘action logic’ and to design a developmental route going forward.

Most of our tailored coaching programmes include mindfulness practices, particularly when addressing topics such as developing greater awareness about personal impact, managing the Inner Critic, becoming better at responding rather than reacting, not taking things personally and cultivating presence from a place of being present.

Our interventions are derived from the work of Jon Kabat-Zinn, Michael Chaskalson and the Search Inside Yourself approach as implemented by Google.

The HPTA is a questionnaire that provides a snapshot of a team’s strengths and opportunities for further development. It measures two key components; Performance and Culture. The six themes under Performance are strategy, innovation, accountability, leading change, results and meeting effectiveness.

The is complemented by six themes under Culture: trust, professional conflict, communication, emotional intelligence, collaboration and resilience.

The Hogan Inventories are the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI).

The HPI is a measure that provides detailed information about a person’s ability to get along with others and to achieve his/her goals. It is often referred to as measuring the ‘bright side’. The HSD provides information about 11 performance risks and the counterproductive behaviours associated with these possible ‘detailers’.

The MVPI helps people to understand their interests, motives and drivers and evaluates the fit between a person and the organisational culture.

A 21st century leadership development model that is based on extensive corporate research showing that ‘agile’ leaders are proficient in four types of abilities: context-setting, stakeholder, creative and self-leadership agility. The effectiveness of leadership lies in the complementary strength of a leader in all four agilities when it comes to leading change, improving team performance and conducting pivotal conversations. The starting point for this development tool is the Leadership Agility 360™.

The MBTI profile (OPP Licensed tool) reveals how we see and interact with the world, giving insight into our preferences and motivations. This provides a strong foundation for personal growth and development, underpinning enhanced personal effectiveness while also gaining insight into what drives others.

The 'Predictive Role Profiling for High-Performing Executive Teams' (PROPHET) is a business-focused profiling tool that helps leaders understand how they and others work in a commercial context and how they can best work together to bring value to their organisation.

The PROPHET schema follows the four business stages: create, design, operate and improve. Each of these four stages is mapped against the PROPHET schema, made up of 16 different business roles that a successful business is likely to need. PROPHET helps people understand when it is time to leverage their own preferences and when it is time to leverage preferences of others.

The main underlying principle is that when people are doing what really motivates them, they are likely to put in the energy, enthusiasm and commitment.

The ‘Game Changer Index’ does not measure personality type or leadership qualities. Instead it focusses on an individual’s preferred contribution when innovation and change are called for.

The GC Index is a digital Organimetric that is helping people identify how they can make a game changing impact in their organisations.

The Extraordinary Leader 360-Degree Assessment tool is globally validated and offers high benchmark comparisons. The tool assesses 19 leadership competences, is steeped in ongoing research, and invites clients to integrate a highly individualized development goal selection process that focusses on where their personal competence and passions intersect with the needs of the organisation, helping them concentrate their development efforts on the leadership behaviours that will have the greatest impact.

VIA stand for Values in Action. The VIA questionnaire measures the best qualities that we demonstrate. These qualities help our clients to connect with people, overcome challenges, find success and enjoy life.

Gallup’s 'Clifton Strengths Assessment’ measures an individual’s talent DNA; the unique way one accomplishes goals by building relationships, thinking strategically, executing plans and influencing others.

Talent is being defined as elements of thinking, feeling and behaviour that ‘represent’ one’s being. The questionnaire has 177 questions that are grouped into 34 talent themes. The aim is to enable individuals to shine through making conscious choices to utilise their distinctive talents in order to be more engaged at work, to be more productive in their roles and to have a better quality of life.act in their organisations.