Brand you… sometimes we do not notice what is observable
Our Process for individual coaching
Below is an outline of our process for a coaching contract with an individual in an organisation
Creative Brief
We define executive coaching as a conversation between two people where an individual gets to think for himself and realise his full potential directly and creatively. After an initial consultation meeting, which may include a three- way or four- way conversation between an executive, HR and or a line manager, we begin to get an understanding of the parameters for a successful coaching arrangement. We typically conduct two self awareness assessments MYERS BRIGGS and FIRO-B, followed by six two hour coaching sessions and more if required. We can also conduct further research as is deemed appropriate.
Research
We make an effort to conduct as much research as is possible into the working life of an executive. We can conduct stakeholder interviews to determine what one or two behaviours would make the difference between potential and sustained improved performance. Alternatively we can use company performance reviews or 360 questionnaires to provide information necessary for a frank coaching conversation. Change only happens when we are willing to look at things differently and practice being different.
Co-active Coaching Sessions
Coaching provides a fresh perspective from which executives can step over mental blocks, attitudes and ingrained ways of being to become the personal brand they want in life and in work. We provide a framework where a client can think for themselves without judgement. In our meetings we discuss issues of significance and design practices to consider for change. We do not limit our repertoire to language alone but consider the importance of moods and emotions and body dispositions for congruence.
Making it happen
For certain executives we will shadow them in important business meetings or at team events to monitor their performance and assess their efforts at change. We will revisit the same executives we met at the beginning of the process and where appropriate administer a further 360 degree feedback questionnaire from considered stakeholders. For others we will simply listen to their reports and findings and make adjustments to stated objectives if necessary. In some instances we may need to extend the coaching contract.
1:1 Coaching can develop high potential; it can act as a valid sounding board for some executives and on occasion address derailing behaviour for success
Design
We hope for enhanced awareness of contribution and impact, heightened consciousness and an appreciation of the choices to be made in life and work, with improved individual performance and work life satisfaction.