Julia also works with a small number of coaching clients.
Julia Rowan helps people to perform more powerfully at work. She believes that employees perform most effectively when they feel committed to their organisations, have confidence in their skills and are motivated to grow and develop in their work.
As a training consultant, Julia works with individuals and organisations to develop training and development programmes which meet immediate needs and, more importantly, lay the foundations for future growth and development. Julia has a particular interest in working with organisations during and subsequent to training to ensure that skills developed can be successfully integrated into the workplace.
Helping you perform more powerfully at work
“ I thoroughly enjoyed all aspects of this training course.
The learning was very practical and has given me tools that I can implement in my day
to day work. The course has been a real eye-opener to my own abilities, strengths, weaknesses and the action I need to take to become a better manager.”
D. G., Team Leader, Building Society
Julia Rowan
Author • Trainer • Coach
Performance
Matters
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Make Contact
Contact julia@performancematters.ie
Telephone 00353 (0)1 493 6477
Mobile 00353 (0)86 811 4481.
Maximising
the Value of
1:1 Coaching
The GROW model and One-to-One Coaching
Notes and references - Maximising the value of 1:1 coaching’ and ‘Better, quicker meetings’
Recent published articles
Your goals may be SMART
- but are they clever?
Aligning effort to strategy
This article appeared in the March ezine of the Institute of Directors in Ireland. I notice that recently there is a resurgence in interest in performance management so I wrote this article ‘Your goals may be SMART – but are they clever?’ because with my interesting ‘window-cleaner’ view of organisations, I often see SMART goals driving crazy behaviour…
Being clever about SMART goals.pdf
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Looking for Inspiration?
... Listen!
Where your attention goes,
your energy flows
I am constantly amazed by the stories that I hear from participants on training courses. I meet people who are resourceful, creative, brave. This article ‘Looking for inspiration? Listen…’ was published in the Spring ‘09 Training and Development, the quarterly magazine of the Irish Institute for Training and Development. I also take the opportunity to poke a little fun at myself (and, possibly, trainers in general).
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Does My Ego Look Big in This?
Written for the IITD’s Spring ‘10 issue, this article pokes a little fun at trainers (like myself?) who are remarkably good at giving out the ‘feedback is the breakfast of champions’ message – but may find it hard to ingest feedback on their own performance.
Julia was one of a team of HR professionals invited to run sessions at the Legal Island series of Annual Review of Employment Law Conferences which took place during November. These conferences are popular with HR professionals who are updated on all aspects of employment law by specialists from leading law firms. Running alongside, HR professionals run a wide variety of sessions with a HR/people management theme.
Julia ran two short sessions at the conference: ‘Maximising the value of 1:1 coaching’ and ‘Better, quicker meetings’. Here, she shares some thoughts about the Coaching workshop and lists books that she has found useful in developing her coaching practice.
‘I was very excited about sharing my take on coaching with HR professionals. The coaching relationship is hugely privileged. You get to sit down with somebody and to share in some very important parts of their lives – their dreams and hopes, their difficulties and fears, their everyday lives and their unique challenges.
It is also exciting as more and more organisations are exploring how to create a coaching culture and reap the benefits that it brings.
I recently completed the Henley Certificate in Coaching which has re-energised and re-focused me around my coaching practice. Like training, coaching is about learning and development. But it calls for completely different skills, like discerning when to ask a question and when to leave silence. Or when to nudge somebody in a particular direction or just show them a signpost.
The GROW model (developed by Sir John Whitmore) works at so many levels: New coaches love the support of the structure. I don’t use the model consciously any more – but when I reflect on my coaching sessions, I find that it was definitely there in the background.
The GROW model covers the four types of issues that
we discuss with coaching clients:
Goal – what the client wants to achieve
Reality – what is happening for the client right now
Options – what the client could do to close the gap between the goal and the reality
Way Forward – what the client intends to do.
Perhaps the greatest challenge that coaches face, is the change of role: From having the answer to asking the question. From advice-giver to listener. Switching off their expertise and switching on their curiosity. And it is this listening with curiosity which makes a good coach. Listening for what is being said, what is left unsaid, the jokes that are made, the conclusions that are drawn, the beliefs and assumptions that are taken for granted. Listening without prejudgement so that your intuition switches right on and you find yourself asking questions that make your clicnetsit back and really think.
Coaching is truly a rich and privileged relationship
Here are some books that I have found useful in building my coaching practice:
For full course outline and further information contact julia@performancematters.ie