Executive coaching
Focused support to turn capability into oustanding success
It’s a well-known truism that it’s tough being at the top of organisations and it is a role that, despite all
the experience and qualifications, is one for which leaders often feel ill-equipped. For others it is the
challenges they encounter, the multiplicity of stakeholders’ needs, the relationships with their colleagues and the
unrelenting speed and complexity with which they are faced. For others too it is the isolation and the lack of
confidential support. Others too feel they are performing well and yet their colleagues still insist that they need
to round off some sharp edges or become aware of some blind spots
So why engage an executive coach?
Here are some typical reasons. You might like to check if any apply to you or to a colleague to whom you are
thinking of recommending executive coaching
- Skills and performance: such as learning a new skill or growing a capability, solving a
problem, making an important business decision, adapting leadership style or behaviours, improving personal
performance
- Personal development: resolving unfinished business in the workplace, such as a conflict
with others or problems in the team, developing emotional intelligence, building confidence
- Leadership: preparing for a future leadership role, becoming a more effective leader,
developing influencing skills, becoming more strategic, creating a high performance team and organisation
- Meaning-making: finding more meaning in work, better work-life balance, clearer career
direction, deciding what one really wants, making major changes
Our approach
In our coaching, we take particular care with the following:
- Initial engagement: discussions to ensure compatibility, confidence and commitment to
working effectively together. The objectives of coaching are reviewed and agreed at this stage, as well as how
the coaching will be conducted
- Contracting: making a clear agreement as to what the objectives are, the involvement of
others, such as a line manager or sponsor, times, length of coaching, location, confidentiality, commitments by
all parties to the work being agreed, reviews and feedback, the format of the work and other relevant
matters
- Assessment and feedback: the use of psychometric measures and feedback from others in the
organisation
- Developing a clear agenda: these are the topics that are likely to be discussed and will
affect the structure, length, review and conclusion of the work
- Conscientious monitoring of the work to ensure both parties are on track to achieve the
desired objectives
Case studies
For case studies, click here
|
