FAQs

Meditation is considerably less formal than arbitration. Meditation is not constrained by predetermined rules. Parties are free to set their own rules.

Goodman Solutions mediation services are adaptable to a vast, wide-ranging variety of disputes with a speciality in education.

Mediation can be employed at any stage in a dispute. Parties have the flexibility to choose their mediator.

Mediation is cost-effective in several respects. Mediation generally requires little time when compared to litigation and arbitration. This can help parties with possible loss of revenue and loss of business opportunities associated with litigation. Not to mention the emotional costs!

Mediation helps parties to minimise legal fees i.e. lawyer costs. In mediation, the costs are shared by the parties.
Direct dealings with the parties, as opposed to their lawyers, is more effective.

The non-adversarial, cooperative nature of mediation and its focus on the needs of the parties also help parties to avoid the costs associated with damage or destruction of their business or personal relationships.

Mediation encourages cooperation among the parties, not only regard to immediate dispute, but also regarding structuring their relationship in the future.

Goodman Solutions is unique by offering post-coaching to ensure future relationships and agreed outcomes are committed.

Parties have complete control of the process from beginning to end.

You decide to try mediation and make the decision to continue participation in the process and at any time, have the option to withdraw. The only commitment is to give it a try.

The decision to participate in mediation is risk-free. If the attempt at mediation fails, parties are free to engage in litigation or in other alternative dispute resolution methods. That is, after mediation no alternative option has been ruled out. Therefore, very little, if any, the risk is involved.

You have greater confidence and peace of mind knowing the mediator has:

• Undertaken rigorous training and assessment (by a Recognised Mediator Accreditation Body, in this case, the University of Western Australia)
• Approval Standards and Practice Standards (and any other relevant legislation) to comply with
• To maintain accredited status every 2 years
• Professional indemnity insurance
• Supplied evidence that she is of good character
• Joined a system that is concerned with consistency, credibility and quality

The NMAS is a national accreditation scheme which provides a minimum level of standards of training and assessment for all mediators.

No problem. I offer a full 7-day money-back. Just send me an email and we will promptly refund your money if it’s within 7 days of your purchase date.

*Volume-Discount Products are excluded as well as Services already delivered (e.g., debriefs and coaching).

Yes. All payments are processed through Humanitix which uses a PCR compliant gateway and does NOT store your full credit card information.

Humanitix gives my events further impact, by using the booking fees to close the education gap. 100% of the profits from booking fees goes towards education projects such as education programs for young girls.

For more information, please click this link.

We are here to help. Simply submit any questions you have to our administration.

We’re glad you’ve decided to join us on Instagram & LinkedIn and look forward to having fun and hearing what you have to say.

We’re online between Monday – Friday 9am to 5pm (AWST).

While you’re on Goodman Solutions’ Social Media pages like Instagram, we need you to abide by some house rules:

• Be polite – even if you disagree. Contributing to the discussion is great, but offensive remarks and foul language will not be tolerated.
• All wall posts need to come from a real person and Instagram or LinkedIn profile. Fake or anonymous posts will be deleted.
• Multiple or repetitive posts by a single user or posts which threaten or defame a person or organisation have no place here. Repetitive posts copied and pasted or duplicated by single or multiple users have no place here. If that’s your post – it’ll get deleted.
• Multiple or repetitive posts on the same general topic (even if the post content differs), by the same user, will be viewed as spam and deleted.
• Of course, it goes without saying that we expect you to abide by the Social Media own rules of:

Instagram Terms of Use

Instagram Privacy Policy

LinkedIn User Agreement

LinkedIn Privacy Policy

Humanitix Terms of Use

Humanitix Privacy Policy

The focus is on the strength of the inner core that drives greatness in the outer core. Many other programs focus only on the outer core ie team-building skills. In addition, the Intelligent Leadership Process uses the MLEI (link) as a powerful inner core assessment that has ignited 6000 global leaders including the late Steve Jobs. The IL process supplements the MLEI with a 360 instrument (STLI 360) (link) and stakeholder interviews to help leaders accurately identify their leadership strengths and gaps. Rapport, trust and credibility are built quickly with the client as they begin to create their Core Purpose Statement. The IL Process then provides leaders with who they must become (bigger than a “want”) by a powerful, proprietary tool, The Assessment Driven Individual Leadership Planning Tool that enables them to design custom, personalised opportunities for learning and taking new actions, consistent with their core purpose. What is measured, will improve. Stakeholders and clients are surveyed every 3 months. The IL Process is both powerful and proven which provides the leader with high confidence that their coaching journey will return significant dividends and ROI.

See Leadership Development webpage on this website.

My philosophy resonates with the ICF definition of coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximise their personal and professional potential even in the face of growing complexity and uncertainty which is common in many workplaces today that are struggling with the war for talent” (ICF, Need Coaching?).

Coaching is an active partnership where a person shares their hopes, dreams, and goals for the future; the coach, who creates a caring and supportive environment, holds them accountable and moving forward so that their lives have a meaning, purpose and higher satisfaction. In essence, it is a collaborative conversation that helps the person to gain clarity and insights in addressing specific personal projects, business need or general conditions in their life or profession. It is focused purely on the client’s agenda. It is not about giving advice or making suggestions and is non-judgmental.

The significant feature of Goodman Solutions is that it is focusing on a new corporate culture of leadership with an emphasis on assisting middle managers and millennial employees to be future global leaders.

There is so much uncertainty, volatility and complexity in our world today. With the changing nature of organisations having to do more with less, more and more emphasis today has been placed on teamwork, people skills and general emotional intelligence (EQ) skills. As a result, leadership has changed. Leaders are evolving from experts to acquiring more breadth and agility to solve new problems or first time experiences. The danger with this scenario is that relational approaches to global leadership can fall by the wayside. This is where coaching becomes invaluable and is now deemed an asset in future leaders development (Kimsey-House, Kimsey-House, Sandahl & Whitworth, 2011; Sherpa Market Research, 2013). Therefore, I see coaching as a creative and thought provoking process that helps leaders to reflect on relational, collective and collaborative communities and how best to co-create such contexts and practices. I will help you to manage your way through this process.

A professional coach explicitly targets maximising potential. As organisations are seeking better results with fewer resources in a global market, coaching delivers results by increasing effectiveness and empowering employees (ICF).

Additional benefits from a professional coach include:

• increased productivity
• positive people
• return on investment
• satisfied clients

See Blogs Brochure ICF, Why You Need a Professional Coach.

The ICF goes on to state “if your company is not thriving, coaching is an effective catalyst for change”.

An ICF Credentialed coach has completed stringent education and experience requirements and has demonstrated a strong commitment to excellence in coaching. Many reports such as the 2010 ICF Global Consumer Awareness Study and Executive Coaching Survey (Sherpa Coaching, 2013) suggested that clients/sponsors were more likely to be satisfied with an accredited coach than non-accredited coaches.

I am an internationally (ICF) credentialed and passionate about promoting the profession in a quality light. I abide by the ICF Code of Ethics. The coaching profession continues to change and evolve, so I keep abreast and apply up-to-date, well researched and ‘proven in the field’ methodologies in my coaching. I share with you what I have learned across cultural, demographic and varying environments. I also aim to undertake rigorous research in the field.

Working with small businesses and larger organisations behavioural responsibilities are clearly outlined. An example contract can be discussed further with you.

Goodman Solutions has had experience in personal, professional and team coaching in a variety of settings. Each of these are defined as follows:

Personal coaching is an individual seeking an ongoing professional relationship to help produce extraordinary results in their personal life. Professional coaching is any leader or manager (or aspirant) seeking an ongoing professional relationship to help produce extraordinary results in their lives, careers, businesses or organisations.

Team coaching is a facilitated group process to achieve organisational objectives and or individual goals through the application of coaching principles. I hold the group accountable for taking steps in achieving their goals and integrating their learning to their work and life. A team has its own values, vision, personality, group dynamics and self-limiting beliefs. Yet the team dynamic cannot be separated from its individual members. Balancing the two is a challenge but a rewarding experience. I adapt my style and approach based on different needs, creating space for team members to learn from each other and share experiences. Team coaching generally consists of up to 15 individuals. Generally, I do not work with more than 12 clients in one group.

In all of the above, it is the client who initiates the change and sets the agenda. I presuppose that the client has the ability to know the right answers and that the coach supports the client to find the most appropriate and rewarding answers.

Respect. Openness. Compassion. Curiosity. Truthfulness.

Change does not always happen in a ‘safe’ or ‘comfortable’ place. It is often when you are uncomfortable that significant learning can take place and a safe experience can be achieved. Therefore, I provide a space for you to be open about your feelings, troubles, perceptions, success and failures. Failure is a rich learning opportunity. We learn from our mistakes and grow from our success.

I join you in your quest to find out more. Be curious, be creative. Our relationship is a collaborative one and the more you put into it the more you will get out of it. I have a commitment to speaking the truth, not just being nice but challenging you and being real. What are Goodman Solutions’ assumptions about the coaching partnership?

I assume my clients have the strength, determination and capabilities to want to grow. This does not mean they know exactly how to grow or what direction to go in but that they are not helpless, weak nor dependent. They have the strength to go beyond their comfort zone and try the unknown.

I assume my clients are prepared to take action and put their learning into the workplace or learning place (i.e. home).

I assume my clients desire to give the best and achieve the level of potential that equates to their level of excellence.

Coaching is for individuals who are emotionally and psychologically healthy and who want to make changes and move forward in their lives. Coaching is not advice, therapy or counselling. By entering this relationship, the coach and client acknowledged that the client wants to make significant progress and change in his/her life.
A learning inquiry is often posed at the end of the coaching session with the purpose of provoking introspection and reflection. This is a commitment to action your learning.

I commit to be authentic, connected, encouraging and courageous (i.e. to go to the edge with my clients). My job is to forward and deepen.

I am open about everything including what it means to hold you accountable. Generally, there are three questions: (1) what are you going to commit to? (2) When will you have this done? (3) How will I (as the coach) know? Holding a client accountable is not about making a judgement but helping your account for your own learning and actions. There will be lots of application of applied learning and you give accounts on this learning: what worked, what did not, and what you would do differently?

If a client is going to make significant changes they need to be able to trust their coach. I keep all conversations and information with the client private and confidential. No personal ideas, information or thoughts expressed will be shared with anyone except with the permission of the client. All personal coaching is confidential unless required by law.

All types of coaching (i.e. personal, professional or team coaching) will have a written confidentiality agreement. However, 9 Dragons will be obligated to break confidentiality agreement without your permission if it is assessed that there is a possibility of abuse of others, threats to harm self or others or illegal activity that may necessitate the need to notify the police, company or family members.

When working with an organisation, as the very nature concerns nested relationships associated with coaching, I ensure that all parties are clear about confidentiality and goal setting. No coaching partnership commences until this is agreed upon. Thus, a clear agreement to the reporting process and goal setting at the beginning of the relationship is established.

As all parties have some stake in the coaching need to be clear and explicit about what information is confidential and what is not. One way to deal with this issue (and the issue of ownership of data) is for the parties to agree that any information passed on will be provided in general terms, without revealing any information the client wishes to remain private. As the coach, I could agree to allow the client to read the reports before submitting them to insure that they contain no confidential information. Generally, the client, not the coach, can report back to the sponsor disclosing what has been deemed pertinent to the organisation so as not to compromise their confidentiality with themselves and their coach.

From the organisation’s perspective, all non-public information obtained by Goodman Solutions and Training will not be disclosed without the express consent of the person in the organisation who has the authority to make the decision.

Coaching is a structure that facilitates the process of personal and or professional development. As a coach, I help you gather information about yourself so that your self-awareness and discovery gives you meaningful insights about yourself and your goals to move forward. As a coach I help you explore your world. The opportunity for success for you, the client, dramatically increases because changing habits and creating possibilities is a process. We agree the coaching relationship will be designed together.

Coaching is also not counselling or therapy as it is future focussed. Therapy, or counselling, tends to concentrate on the past. As mentor, I offer guidance from my own experience or in a specific area of career development. Generally one does not mentor those who one coach.

As a trainer or consultant I have gathered information based on your needs (or organisation). You are using my expertise, advice, direction, theories, frameworks and tools so that you can apply appropriate recommendations in your work place. Training often offers a set curriculum whilst coaching is not a set course. I am quite explicit when moving from coaching to training or vice a versa and will articulate this to the client for permission. Coaching is an ideal support to training to help ensure that the new change is embedded in the business/organisation.

At Goodman Solutions, I offer leaders and managers a mixture of skills development, performance, coaching and a personalised model of leadership and the competencies to support it. I also provide services as an authorised administrator i.e. DiSC® and Myers Briggs Type Indicator®.

At Goodman Solutions, I offer a number of psychometrics to help with the discovery process and identifying where you are at. Here I will discuss two of them, DiSC® and Myers Briggs Type Indicator®. Taking any psychometric questionnaire is voluntary. As an authorised facilitator, my role is to explain the results. Any interpretation is left up to you. Through coaching, we can apply the learning of such results to your workplace. As Professor John Rust from the University of Cambridge commented, “psychometric test results help build the foundation on which effective coaching rests. Any coach should know this information”.

The DiSC model ® has been used for decades to help people understand themselves and others. The Everything DiSC ® gives a comprehensive report profiling a person as either having a tendency towards a dominance, influence, steadiness or conscientiousness style or combination of these. Research indicates that most of us lean towards one or two. This brings to the forefront a guide for people to adapt their DiSC style to the people or situations around them. One of the most powerful aspects of DiSC circle is that it allows us to show the relationship between two people in a straightforward, visual manner.

Everything DiSC 363 For Leaders ® is not just any 360 assessment. It combines the best of 360s with the simplicity and power of DiSC, plus it answers the “now what?” by giving leaders three strategies for improving their leadership effectiveness.

Over the past 70 years, the Myers Briggs Type Indicator (MBTI ®) instrument has helped millions of individuals throughout the world gain awareness about themselves and how they interact with others. Based on Carl Jung’s theory of psychological type, Isabel Briggs Myer and her mother, Katherine Briggs, aimed to make this theory understandable and useful in people’s everyday lives. Today, more than 2 million assessments are administered to individuals annually including employees of many Fortune 500 companies. The benefits include:

• improving individual and team effectiveness and performance
• nurture and retain top talent
• develop leadership at every level of an organisation
• reduce workplace conflict
• create an atmosphere of understanding and clear communication
• enhance leadership, teams and emotional intelligence (EQ)

In all of the above instruments, you need to be trained and certified to access and use it. This ensures that such instruments are used for the purpose for which type was intended and that it is being administered and interpreted correctly. Dr Goodman is trained and certified in DiSC ®, 363 DiSC ®and MBTI ® plus many other profiling tools. Most of the psychometric instruments are available to you face to face or as an online assessment, with a quality feedback session and interpretative report included that can save time and expand your organisations’ goal, purpose and potential.

Other profiling tools such as Strengths Finder, emotional intelligence, workplace engagement and values clarification charts are also recommended during the discovery and presenting stages.

Traditional psychology has focussed on a medical model of fixing things that are wrong with people. Positive psychology shifts attention from what causes and drives deficits to what energises and moves people forward. It has a clear focus on strength, vision and dreams. The following blog from Psychology Today gives a good summary of the benefits:

“Positive psychology is psychology–psychology is science–and science require checking theories against evidence. Accordingly, positive psychology is not to be confused with untested self-help, footless affirmation, or secular religion-no matter how good these may make us feel. Positive psychology is neither a recycled version of the power of positive thinking nor a sequel to the secret.

Positive psychology will rise or fall on the science on which it is based. So far, science is impressive. Consider what has been learned in recent years about the psychological good life, none of which was mentioned in any of the psychology courses I took a few decades ago:

Most people are happy.
•Happiness is a cause of good things in life and not simply along for the happy ride. People who are satisfied with life eventually have even more reason to be satisfied, because happiness leads to desirable outcomes at school and work, to fulfilling social relationships, and even to good health and long life.
• Most people are resilient.
• Happiness, strengths of character, and good social relationships are buffers against the damaging effects of disappointments and setbacks.
• Crisis reveals character.
• Other people matter mightily if we want to understand what makes like most worth living.
• Religion matters.
• And work matters as well if it engages the worker and provides meaning and purpose.
• Money makes an ever-diminishing contribution to well-being, but money can buy happiness if it is spent on other people.
• As a route to a satisfying life, eudaimonia trumps hedonism.
• The “heart” matters more than the “head.” Schools explicitly teach critical thinking; they should also teach unconditional caring.
• Good days have common features: feeling autonomous, competent, and connected to others.
• The good life can be taught”.

(Reference: Peterson, C (2008, May 16). What Is Positive Psychology, and What Is It Not? Positive psychology studies what makes life most worth living. Psychologytoday.com)

Solutions orientated coaching focuses on assisting the client to define the desired future and to construct a pathway in both thinking and action to get there. So the coaching relies on ‘solution talk’, strengths and resources rather than ‘problem talk’.

To assist the client in attaining their desired future clear specific and personalised goal-setting occurs. At Goodman Solutions you will discover our unique approach to goal setting. Self-directed learning is also an important part of this type of coaching.

Not all coaching, however, relies on solving problems. It relies on discovery, self-awareness and choices. This includes identifying your strengths and values that underpin your life and business.

Furthermore, coaching is a comprehensive process that may involve all areas of your life, including work, finances, health, relationships, education and recreation. The client decides how to handle these issues, incorporate coaching into those areas, and implement choices. This is exclusively the client’s responsibility.

To address such different complexities throughout the coaching relationship sometimes clients may want a solution-oriented approach (i.e. dealing with team conflict more effectively) and other times a ‘deepening’ of their understandings or perceptions of the reasons behind causes of problems (i.e. poor time management skills). In the latter, a solutions-based approach to coaching may not initially be applicable. Different methodologies can be discussed with the client.

We all live within systems. These systems contribute towards the resistance of change. At Goodman Solutions, I will identify with you your systems so as to help you reframe them to move forward. I understand change and change management principles. I understand how people learn and how to change behaviours. There is no quick fix. It takes an honest, hardworking approach.

Generally 45mins to 1 hour. The time, day and duration are decided upon at the initial meeting. Because progress and change happen at rates that are unique to each individual, the Coach and client commit to working with each other for an initial three-month period. This allows the coaching relationship to develop through objectives, obstacles and successes to occur.

Yes. Goodman Solutions offers a support system via emails or Skype/Face-Time or telephone in-between booked sessions for brief resolutions and or resource recommendations. This is based on availability of the coach and all parties agree to keep the calls to 10 minutes or less.

YES. Coaching sessions are refundable however the initial session is designed to remove the possibility that we would not be a good fit. If the client believes the coaching is not working as desired, the client will communicate that belief and take action to return the power to the coaching relationship. If after this, the client feels it is still not working, then Goodman Solutions will respect the client’s right to terminate coaching at any point during the process. The cancellation should be in writing and cancellations will take effect within 14 days of receiving the written notification. A pro-rata refund on unused individual coaching services will occur.

Goodman Solutions bases its pricing on the size of the business, the number of participants and the specific need in terms of desired goals. I endeavour to work within your given budget.