Executive coaching is a focused, practical and flexible approach to management and leadership development. The content is tailored to meet the needs of the individual. Sessions are organized at a time and place to suit the participant’s needs and circumstances. The number of sessions and the pace are also matched to meet individual needs. Confidentiality is assured, so any sensitive issues can be given full attention and dealt with discretely. Built around the principle of ‘learning by doing’, coaching allows immediate practical action to be taken, creating immediate value, which built on and extended in subsequent sessions. An executive coach is also a great ally for people in senior positions- which can be lonely places - with few to confide in, share frustrations with or get any real understanding or assistance. The exec coach is a good sounding board to bounce issues, thoughts and plans off as well as source of insight, perspective, ideas, enthusiasm, inspiration and encouragement, particularly in times of growth, change or challenge.

Our approach

Coaching can be offered on an ongoing as-and-when-necessary basis or as a programme with a fixed number of sessions. Typically, the session first would be an introductory visit at which broad development goals would be discussed, and the approach agreed. The second meeting would be to conduct the development-needs analysis and agree an action plan. The third and subsequent visits would be to work through the action plan, ensure that action is taking place and is effective, and to modify and evolve the action plan as appropriate. The final visit of a fixed session programme would be a review, to summarise action and progress, and to look ahead to new challenges and opportunities. Each coaching session would begin with a review of actions set at the previous session, and end with objectives and actions to be completed before the next. Ongoing ‘hot-line’ support by phone and e-mail is also offered, to answer any queries that participants have between sessions.

Coaching would typically include:

• An analysis of strengths and potential development areas. We offer a wide range of world-class diagnostic tools to help establish awareness, bring comfort and confidence in the person’s strengths, and bring clear direction for improvement. These tools include:
  
  • Beabetta 360 degree performance feedback
  • Hay Group Emotional Competence Inventory (ECI)
  • Hogan Development Survey (HDS)
  • Hogan Personality Inventory (HPI)
  • Hogan Motivation, Values and Preferences Indicator (MVPI)
  • Thomas International Personal Profiling Suite
  
  
• A personal development plan to set goals, actions and evaluate progress throughout the coaching (and indeed beyond)
• Access to various skills modules, selected by the participant, in line with objectives identified. Topics might include: Leadership, strategy, work-life balance, personal effectiveness, time management, stress management, people-management, empowerment, managing change, team development, managing conflict, and dealing with difficult people and situations,
• A recommended reading list of books and articles, customised to meet the person’s needs, which can be used to drive the person’s learning in their own time, or used to drive the coaching session, or a combination of both.
• Where appropriate, the person is strongly encouraged to make the coaching project-based, that is, identify a work-based project (or series of small projects) to run through the sessions to provide a focus for applying and developing the skills they learn, while doing something of immediate practical value.