Today the growing pressures of global competition fuel the demand for ever more effective business leaders. It is their responsibility to set the tone and style for the organization – for effecting cultural shifts to meet changing values and expectations. In order to do that, leaders must themselves change, and be prepared to continue to change.
No organization would develop a long-term strategic plan without taking stock of its current resources and historical data. We believe that the same principle holds true for an organization’s senior executives and that is why we offer Executive Coaching.
There is a common assumption made that those who reach board level no longer need personal development; in fact that is seldom the case. Unfortunately, personal growth opportunities for people at this level are rare and one major drawback of being in a senior position is isolation from meaningful feedback.
The coaching program that we offer is recognized as a valuable privilege and a powerful tool for star performers who wish to shine even brighter – akin to a world-class athlete who seeks coaching in order to excel at a new, higher level. The program is also applicable to the executive who has the potential but for some reason is not delivering as expected.
The coaching process can take a number of forms depending on who the individual is and who is asking for the coaching.There will normally be a briefing meeting where the situation is discussed and a decision is made as to whether coaching is the best approach to achieve the objectives A meeting between the executive and the coach is held at which the two become acquainted and matters of confidentiality are decided. From here, the style of the program will depend on what has been negotiated and the outcomes that have been agreed upon. The coach questions the executive in depth and may give them questionnaires to complete. They may watch the client at work and in certain circumstances will interview bosses, peers, and subordinates. Both executive and coach review and then identify key strengths and weaknesses as well as developmental needs and put together a plan. They work together on the agreed objectives and this process generally ebbs once the executive is established in a steady attitude towards continuous improvement of leadership abilities and has developed and organizational support mechanism for ongoing growth.
There are many benefits of coaching and these will depend on the precise form and style of the coaching relationship.Coaching helps people have clarity and well-ordered priorities. It can give them confidence in their position because they have been helped to think matters through thoroughly. It is not just a silly adage to say that a “problem shared is a problem halved”, which has nothing to do with devolving responsibility, just gaining clarity. The coaching process can be used to identify what skill-sets the executive needs to develop for the next stage in his or her career and what resources or actions are needed in order to achieve this. The coach also brings experience of similar situations from other businesses. While people like to think that their problems are unique, they rarely are, and bringing another industry perspective can be refreshing and enlightening.
Potential outcomes from a coaching relationship can include: