Thandazile Global is geared to capacitate and facilitate high levels of quality and efficiency on all projects.
We are focused on sustainable value for all our clients’ investments, their staff, stakeholders and related communities.
Our approach is disciplined as well as informed in providing industry compliant outputs in maintaining high levels of delivery.
COACHING & MENTORING
I am a qualified Executive and Management coach. I partner with leaders and emerging leaders, who intend to harness their passion, find alignment between their purpose and organisation’s mandate. Drive and create a powerful impact in their organisations in line with their vision for themselves. My coaching philosophy is premised upon the principle that the leaders lead from a place of self-mastery.
Thandazile aims to unlock the potential and facilitate the growth and development of undiscovered and discovered extraordinary people, teams and organisations. Using a variety of coaching tools to assist her clients to reach a level of self-awareness and productivity.
Thandazile incorporates the traditional concepts around coaching as a focused intervention that is short-term and targeted at improving performance. She also places a huge focus on mentoring – a nurturing of an individual’s development via the tenets of observation, learning and application.
Thandazile combines the two to provide a holistic approach to personal and professional development through talent management and leadership.
She introduces the client to transformational learning using the practice of reflection. Coaching and mentoring frameworks are utilised, as defined by various coaching bodies such as Coaches and Mentors of South Africa (COMENSA), International Coach Federation (ICF) and World Association of Business Coaches (WABC) which all coaches are required to adhere to.
Session = 1 HR
Chemistry
The purpose of this session is to create a sense of collaboration between the coach and client and to ensure that the client feels comfortable with the coaching approach to be followed. An intake form will be completed in order to get accurate information before the coaching sessions start.
Session = 1.5 HRs
Objective and goal setting.
Session = 1.5 HRs
Objective and goal exploration and clarification conversation. System feedback interviews to be agreed and pursued. Client starts populating the “coaching progress journal” after session 2 for the duration of 14 sessions.
Session = 1.5 HRs
Align coaching and business objective.
Session = 1.5 HRs
Receive progress and systemic feedback.
Session = 1.5 HRs
Re-align and pursue goals through self directed learning and actions towards building new hard wired behavior.
Session = 1.5 HRs
Discussion of sustainability plan.
Session = 1.5 HRs
Close out session and discussion of “coaching journal”.
Coaching
Thandazile aims to unlock the potential and facilitate the growth and development of undiscovered and discovered extraordinary people, teams and organisations. Using a variety of coaching tools to assist her clients to reach a level of self-awareness and productivity.
Coaching Journal
The client in collaboration with the coach compiles the coaching journal report, which is populated from session 2 onwards and used as discussion document during the two three-way sessions. The coaching journal report is updated and sent to the line manager and as agreed with the client to one person at HR after each three-way session and at close-out of the coaching.
Duration
The coaching is done over a minimum period of 6 months, and is often extended to a 12 month series. Coaching can be done face to face, virtually or telephonically. Individual coaching sessions are normally scheduled every two to three weeks. In between the coach has occasional telephonic and email contact with the client.
Agreement
A coaching agreement between the coach and client as well as the organisational sponsor will be signed before the commencement of the first coaching session. Confidentiality is contracted at the start of the coaching journey and forms the foundation of the relationship between coach and client.
Tools & Models
Tools and models used in executive and business coaching
I include assessments such as the Personal Profile Analysis (PPA), Emotional Intelligence Assessment (TEIQ) and/or Personal Values Profile (PVP) as well as the Enneagram and/or Brain Profiling Assessment. Kolb’s learning style assessment and learning cycle provide a useful perspective on the individual’s learning preferences. 360 feedback assessments are insightful at the start of the coaching for objective setting and throughout the journey for progress tracking.
Various coaching models and approaches are used depending on the client’s coaching need within a session: cognitive-behavioural, solution-focused, Results Coaching – CREATE and GROW, various positive psychology approaches.
Monitoring
Monitoring of individual and organisational impact of my coaching
Throughout the coaching journey the impact on business (IOB) is assessed so as to track impact and results of the client’s behaviour within the organisational context. Achievement of goals is tracked against measures per goal set at the outset of the coaching journey. The results from 360 feedback assessments conducted in frequent intervals during the coaching journey are valuable for tracking progress, deepening self-awareness and setting new actions aligned to the client’s coaching goals. Continuous line manager feedback to the client on progress and development areas is crucial for keeping the client motivated and on track during the coaching journey. The coach also provides feedback based on systemic team and individual observations.
Various coaching models and approaches are used depending on the client’s coaching need within a session: cognitive-behavioural, solution-focused, Results Coaching – CREATE and GROW, various positive psychology approaches.
Supervision
Supervision and continued learning
I believe in coaching supervision and being coached myself in order to self reflect and to harness my skills as coach. I attend coaching supervision and engage with a coaching network on regular basis exchanging knowledge and reflective dialogues for personal development. I am a member and attend COMENSA, seminars and conferences for personal development. The purpose of the focused learning is to continue the development. I am a firm believer of ongoing up-skilling and therefore pursue training programmes relevant to coaching on regular basis.
With this programme, Thandazile provides the groundwork for a productive talent strategy that has the ability to incorporate existing and new challenges that develop in the corporate landscape. With her knowledge of the latest developments in HR practices, Thandazile is always on top of her game and the perfect facilitator for corporate teams.
Thandazile has a very defined approach to the “Leadership” conversation. She provides a clear distinction between managers and provides a path to leadership using her values-driven philosophy. This is key to a successful transformation process for any organisation and individual.
DEVELOPMENT
Thandazile understands the needs of a team as well as the individual needs of the team and provides the facilitation through a development programme. This programme is designed to improve specific skills while also developing the simultaneous understanding of how skills development ties into a productive and profitable entity.
SETA accredited and non-accredited learning interventions are provided. The purpose of these interventions is to develop the appropriate skills and required knowledge by an individual for the establishment and development of a business venture, and to address the economic, administrative, and psycho-social barriers that contribute to success in starting and sustaining the business.
To manage the people-side you need to journey with the team, to transition from a current state to a new future state so that the desired results of the expected return on investment are achieved. Creating a relationship with HR as a strategic business partner, working with business to co-create, value-add to and impact teams. People are the most critical assets of the organisation. Why not prioritise them?
Partnering with business leaders to thrive, by creating certain business strategies thus ensuring alignment of employee’s skills and competencies and strategic goals so that the business can thrive more effectively.
CORPORATE GOVERNANCE
It is essential to have a team that understands the key elements that contribute to maintaining healthy corporate governance. Thandazile has developed a programme that incorporates the necessary elements of:
● Health & Safety
● Ethics & Integrity
● Stakeholder Engagement
The practice of Health and Safety regulations within a corporate environment is based on legal requirements. These are monitored and managed by an organisation and need to be constantly updated according to legislation. The primary goal of this practice is to ensure safety of all employees in a workplace. Thandazile, as a HR expert, acts as an advisor for such regulations and can be called on to conduct an audit on an organisation’s Health & Safety efficacy regarding legislation.
While organisations focus on their core business, it is essential to always ensure that they maintain ethics, integrity and quality of their practices as an organisation. Due to her training and values, Thandazile is able to provide consistent guidance on maintaining this vital part of any organisation.
When we strip down the title, stakeholder management is essentially relationship management. This is done through creating and implementing a plan to always maintain a two-way stream of communication between the organisation and its stakeholders. Thandazile has a very clear and effective way of maintaining this practice at the highest levels.