Executive Coaching » Maura Doyle

By: Maura Doyle  05/12/2011
Keywords: coaching

For today’s executives and managers, the development challenge has shifted from building capacity to unlocking potential.  Executive coaching has emerged as a high-impact intervention designed to identify goals, improve performance and deliver results.

Typical outcomes for the client include:

  • an ability to set more meaningful goals
  • increased clarity, ownership, confidence and commitment to take action
  • increased knowledge and insight into themselves, their organisations and the external environment, enabling them to become more flexible and versatile
  • improved ability to think clearly and strategically about potential outcomes
  • improved skills and behaviours commensurate with their role and career aspirations
  • increased self-insight, ownership and willingness to take action

I am a qualified business coach from Henley Business School, UK and I understand the importance of individual performance within a team or organisation.

My Coaching Process

I start each engagement by getting to know the individual, to understand their organisation context and to discuss how coaching might help them.  If trust is established and the client feels I am the right coach for them, we then discuss outline goals and agree a timeframe for the coaching sessions and a method for evaluating success.

The objective is to help the client to explore, understand and shift the way they are thinking and feeling about an issue and to energise them to make the changes they want.  Using a non-directive approach of enquiry, dialogue and supportive challenge, I ensure ownership remains with the client.

If it is an organisation-wide programme to create a coaching culture, I will facilitate the organisation to harvest the organisational learning by facilitating a discussion around any systemic issues that present.

Examples of my Coaching Work

  • Coaching executive teams of global organisations to change their management style and behaviours in support of a new company strategy.
  • Coaching chief executives to tackle the challenges presenting in their first 12 months in the role.
  • Coaching executives to manage difficult relationships and increase their personal effectiveness.
  • Coaching managers to take on new responsibilities in a changed organisation.
  • Coaching managers to explore, clarify and begin to deliver on their career aspirations.
  • Coaching human resources managers to enable organisation change.

Keywords: coaching

Other products and services from Maura Doyle

05/12/2011

Strategy Development » Maura Doyle

Strategy development is an iterative process and should involve people from right across the business. Engage key stakeholders, (including employees, as appropriate) to validate assumptions and decisions. Understand current and potential stakeholders; their level of importance and degree of support. What are the potential implications of these trends for your business. The range of possible futures confronting your business is great.


05/12/2011

Team Development » Maura Doyle

This is a tailored intervention to clarify what the team is there to do and how it will do it. Translate knowledge into action and commit to act individually and as a team. It provides a supportive and challenging environment for the team to. Develop commitment to a common purpose and vision for the team. Identify helpful processes for getting things done. I will outline two typical interventions I offer.


05/12/2011

Change Management » Maura Doyle

Through a change program that is fit for purpose; managing expectations and deliverables, capturing and applying the learning, acknowledging success, managing resistance, measuring and realizing the business benefits. Ensure that all elements support the change; making whatever adjustments are needed to structure, culture, leadership style, skills, competencies and key processes to support the change.


05/12/2011

Meeting Design & Facilitation » Maura Doyle

If you choose to engage a facilitator, they can take responsibility for the process so the management team can concentrate on the meeting or workshop. I am skilled at meeting/workshop design and group facilitation and can provide an intervention to meet your organisation’s specific requirements. Leadership should speak with one voice, expressing the same key messages and conveying similar values and behaviours.