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What is Executive Coaching?

Coaching is a collaborative partnership between an executive, their organisation and a coach. It is about helping executives to be better leaders and managers. Research has shown that we move in the direction in which we most focus and ask questions about. If we focus on what’s wrong and on poor behaviour, we will find problems and poor behaviour.

Our focus needs to shift to our strengths by asking better questions of how people can excel and achieve their potential. Remedying weaknesses gets you to OK, which is important but not enough. It is only by identifying and developing strengths that individuals and teams can excel and achieve their full potential.

Coaching Framework

A coaching programme consists usually of two-hour sessions once a month over a period of six to nine months. Coaching usually takes place face to face but can also involve telephone and email consultations.

The first one or two sessions are an opportunity for both parties to get to know each other, review and discuss any psychometrics and 360° feedback reports, determine the focus and objectives of the coaching and establish measurement means. Session two will usually include a three way conversation with the coachee and their line manager to obtain their input into the coaching. It is also an opportunity for the coach to get a better understanding of the dynamics between both parties and clarify expectations.

Subsequent sessions provide an opportunity to uncover possibilities, remove barriers, and explore and embed new behaviours. Progress will be monitored throughout the programme, with the final session concentrating on reviewing behavioural change, the impact of the coaching, and assisting the executive in planning next steps.

Content of Coaching

Our coaching typically addresses the following topics:

  • Identifying, developing and leveraging strengths both in self and in others
  • Developing leadership skills and behaviour
  • Interpersonal skills, developing greater self awareness and flexibility in style
  • Improving communications, becoming aware of our patterns of language
  • Impact and influence, building personal credibility and better stakeholder management
  • Strategic and innovative thinking
  • Managing culture change & organisational climate
  • Motivating staff and teams
  • Developing vision and strategy
  • Managing time and workloads more effectively
  • Managing and defusing conflict
  • Onboarding, the first 100 days in a new role
  • Career coaching, focusing on their next role and assignment
  • Team Coaching, creating high performance teams, facilitating team alignment with key stakeholders and partners.