Executive Coaching

In an era of flatter organisational structures with matrix communication reporting lines and where there is constant change, an increasing number of organisations are using external executive coaches because it is often difficult to find the time to coach those executives and senior people who really need help.

Even a 10% improvement in the effectiveness or motivation of an established executive or a team as a result of executive coaching provides a high return on investment.

Coaching Philosophy

A typical coaching process looks something like this:

The individual determines developmental areas, strategies, tactics and so forth with the coach's help and guidelines; the coach previews implementation steps via discussion, rehearsal, role plays or other approaches; the individual then tests or implements modified practices or behaviours in the workplace; the coach then debriefs by discussing how the implementation went; and back to first step in the process - in other words a continuous process.

The key to coaching is to put the onus on the individual to make decisions rather than the coach having to tell them what to do. Coaching relies heavily on questioning and feedback and creating an environment where the individual learns to learn.

Our executive coaching programs are invisible, tailored, personalised and confidential. It is an incremental process and is often concerned with furthering other incremental processes. How long does it take to help an individual overcome a problem, become more self aware, acquire greater effectiveness and subtlety in self management? It all depends on the individual. We recommend initially agreeing on a set number of sessions (usually 6-8). In the final one, progress can be reviewed and a new proposal/contract agreed if required.

The coaching kicks off with a triangular meeting (coach, participant, line manager and HR manager) to gain buy in, identify needs, determine "what success looks like" and agree on the way forward.

The coaching sessions usually last for about 1½ hours and can be conducted away from the office and are usually held about every 2 weeks but can be held more frequently if time permits. Also included is unlimited, ad hoc email and phone coaching for the duration of the coaching assignment.

To make the best use of time, the coach provides resources such as self directed exercises, case studies, templates, articles, books, exercises, source documents, structured processes, access to tools such as psychological testing, 360 degree feedback. While the face to face coaching sessions are used to generate discussion, answer any questions, practice in role plays, debrief, provide feedback, questioning to test validity of proposed action or strategy, questioning to get participant to reflect on issues, problems challenges, provide access to additional resources, etc.

Coaching Sequence

Typically 4 phases represent the classic work program in most coaching sequences:

1 - Situation Assessment
In situation assessment we attain organisational and individual perspectives which are aligned and agreed. Usually included in this phase are: - introducing coaching to the line manager, introducing the coach to the "coachee" and a thorough needs analysis.

2 - Fact Finding
The following elements are undertaken according to needs: - career review, role review, reviews of previous feedback, SDOT (Strengths, Development Needs, Opportunities & Threats) analysis, 360 degree surveys, third party interviews and psychological assessment.

3 - Early Wins
Early wins in terms of identifying a need for some form of changed behaviour and then implementing it in the work environment are important in the context of building confidence in the process and a thirst for more wins. Also valuable are the perceptions from those working with the individual that some beneficial change is occurring quickly and noticeably. Development priorities following SDOT analysis along with self management of development represent the key enabling elements for early wins.

4 - Sustainable Development
Sustainable development comes about through ongoing counseling & coaching, meetings, progress reporting and closure. And sustainable development continues after closure particularly if the line manager, through their involvement in the coaching program, continues as a more effective day to day informal coach, after the formal coaching program has run its course.

Our coaching programs are an exciting, challenging, transformational journey, designed for all executives at all levels.

Contact us to arrange a free, no obligation meeting or discussion. We are confident to back our services with a results based performance guarantee.

Office: +61 3 86781889   |   Mobile: 0412 369 223
Email:
Level 7, 505 St Kilda Road, Melbourne, VIC 3004, Australia