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.