Coaching methodology
Leadership Coaching
Leadership coaching is an effective, cost-efficient way to develop your managers, retain them and maximise their personal contribution. Recent research indicates that the return on investment for effective leadership coaching is nearly six times the initial cost of the coaching.
For senior managers, honest feedback is often hard to find, and for some, a change in personal style or behaviour may be critical to their success. Working one-on-one with senior executives, we focus on solutions, not problems and the coach works with them to support, and often, challenge them, to help them implement practical actions intending to improve the leadership capability.
Our coaching programs usually extend over a three to six month period, with regular 1.5-2 hours face-to-face coaching sessions, with phone contact as required. We often include assessment tools to help the client focus on areas of development and action plans.
The relationship between the coach and the individual is one of trust and confidentiality, while maintaining communication with the client organisation on overall progress toward goals.
Our coaches
We have a range of coaches from a variety of backgrounds. They do all have broad business and life experiences. The faculty includes senior corporate and business executives, organisational psychologists and Human Resource professionals, all with international experience. Each coach operates under a strict code of ethics, and is committed to meeting the client’s needs.
Objectives
We support senior managers in:
- Improving self-awareness around the strengths that are present and weaknesses which has been identified.
- Establishing development goals to help capitalise on strengths and manage weaknesses.
- Defining actions to try out and establish new improved behaviours.
- Monitoring and following up on behavioural changes.
- Identifying improved behaviours and help acknowledge positive impact.
Method
The method we use is a combination of:
a) Establishing personality & motivation profile
b) Obtaining peer / management feedback (e.g. through a 360 survey)
c) Regular coaching sessions that involve issue analysis and action planning
d) Provision of reading material, case studies and exercises
The process of coaching may be identified as a “one-off” exercise where a particular senior manager has a need to deal with some aspect of his/her performance – usually in the area of leadership or interpersonal relationships. Often however, coaching is identified as a result of earlier work being carried out, particularly in the area of assessing the senior team against company competencies.