Executive coaching involves a series of one on one meetings with leaders and senior executives. The aim is to improve the coachee’s skills and performance in the short term and their career in the long term.
Our clients are typically from a professional background and are now accountable for substantial revenue and resources.
The Ideal Client
The ideal client is someone with brilliant capabilities and potential but who has a flaw or issue which is impeding their performance and prospects for realising their potential. These clients are complex, challenging but ultimately rewarding as the outcome is usefully successful.
What happens in coaching
Coaching usually involves weaving together three key aspects of a person's work; long term career success, short term skill and knowledge and short term performance.
Each coaching meeting has an agenda and structure but flows like a conversation. The art of coaching is something like jazz; there is an agreed purpose and structure but each participant responds to and works with the other, improvising their contributions and producing some unique and greater than what either of them would have produced on their own. It takes a great deal of experience and skill to do this well.
A program typically involves 6 to 9 sessions and usually takes place over 6 to 12 months. Meetings are usually monthly but can be more frequent at the beginning and spread out more during later on.
The first few meetings involve clarifying what the client wants to achieve, enhancing their insights into their themselves and their working environment. When raising self awareness we emphasise strengths, not to be "nice" but because this leads to better results, but also identify limitations and barriers that need to be addressed.
From this assessment and insight phase comes the development of the action plan the client will follow to achieve their goals.
The rest of the program is putting the plan into action with the coach helping the client work through all the issues and challenges, internal and external, that they face. This work is pragmatic with the emphasis on working in a partnership, doing what needs to be done to succeed.
At the end of the last meeting of the program, we look back to the goals we set at the beginning and compare this with how things are now. We celebrate successes and look at what remains to be done; "relaunching" their program and starting the performance improvement and self development cycle from this new higher level.
What do we do differently and better
We use the Coaching for Change model as the framework to help bring together these separate elements and identify their motivation, the personal and external resources to be engaged, what barriers may impede them and what actions are required to overcome these barriers and to move towards their goals.