I can provide a range of personal and professional assessments depending on the nature of the change goal and the preferences of my client. Where additional costs are involved they are charged separately from my coaching time.

To coach for change I use my own 4-WAY CHANGE MODEL based on an ontological (way of being) approach to coaching developed by Fernando Flores and Humberto Maturana in Chile in the late 1970's. It is based on biological theories around perception, cognition, language and communication that explain everyday living, learning and working.

	Outside-In Change i.e. your customers
	How you observe the world around you
	Bottom-Up Change i.e. your colleagues
	How you experience relationships with others
	Top-Down Change i.e. your organisation
	How conscious you are of being connected to a bigger system
	Inside-Out Change i.e. your personal development
	How aware you are of yourself and your potential

Each dimension brings its own natural energy for change. When in balance all four dimensions blend together and you experience little or no resistance to any change you want to make. It offers a holistic approach to change that enables you to observe the way you observe by paying attention to your "Way of Being".

Depending on where my client's goals are directed I can assess their readiness and potential for change by helping them observe their own "Way of Being" and understand how it impacts on their choice of behaviour. This ontological approach is applicable, not only for individual change, but also for group/team and organisational change. People have a way of being with each other that influences their behaviour and hence their performance.

The Outside-In Dimension - coping in a complex environment.
You observe the world in a specific context. Your self image is based on how you interpret what you see around you that influences how you feel - emotionally and physiologically. Your environment creates the conditions that will challenge or support your need to change. This depends on your world view or the mental model you have of the world around you. Different world views require different coaching approaches.

I draw on the work of Claire Graves and the Spiral Dynamics model developed by Don Beck & Christpher Cowan to understand the thinking patterns of my clients.

Diagnostic - Impact Assessments, Spiral Dynamic Assessments

The Inside-Out Dimension - realising your own capability.
You achieve things through your own characteristics and abilities. Fundamental to the change process is the action taken, moment by moment, not the plans, expectations or promises that we make. Outcomes emerge from action. The only way to know something is to do it, and by doing something you come to know its essence.

I draw on the ontological thinking of biologist Humberto Maturana and the Gestalt Theorist Frederick Perls. Also, the Lingusits John Grinder & Richard Bandler who developed Neuro-Linguistic Programming. I have been influenced by the work of Ken Wilbur, Richard Barrett and the humanist psychology of Abraham Maslow and the client-centred approaches of Eric Berne and Carl Rogers.

Diagnostics - 360 Assessments, Wheel of Life, Energy Audits, Values Elicitation, Myers-Briggs - Steps I & II (individual development)

The Top-Down Dimension - having a compelling vision.
You operate better from a higher level of consciousness.
The work of Nathaniel Branden shows the importance of being clear about meaning and purpose. Because our language, body, emotions and actions shape how we see the world.

I have drawn on the Appreciative Inquiry work of David Cooperrider and Robert Assaglio's Ego of Being, as well as the pioneering work of Ben Oshry and Marvin Weisberg on enlightened selfishness and common purpose.

Diagnostic - Performance Assessments

The Bottom-Up Dimension - interacting in a local culture.
You are influenced by your interactions with others. Beliefs are formed the moment you connect with others. Thinking positively about your relationships can help remove the barriers that impact negatively on your performance, self-esteem and ability to change.

I draw on the work of Brian Arthur and the theory of Complex Adaptive Systems as well as Arnold Mendell's Process Work. There is a hiearchy of sensing, intuition, thinking and feeling that aids the change process.

Diagnostics - Myers-Briggs Assessments (for influencing others). Values Driven Cultures, Strength Deployment Inventory (to raise your relationship awareness).