Executive
coaching for individuals
We
offer one to one coaching sessions for managers and executives.
These provide both support and challenge, and aim to meet
both the manager’s and organisation’s needs in
a highly focused way.
In
our experience some typical issues that may be addressed
are:
|
|
achieving a better personal
fit with the team or organisation |
|
clarity and enthusiasm about
role |
|
feelings of achievement, a sense
of being influential |
|
a sense of movement within
relationships, better communication and mutual understanding |
|
clarity of career progression
opportunities |
|
| By
the end of a programme of individual sessions managers
will have: |
| |
gained inspiration
in striving for excellence in their performance having
explored their professional connectedness within the
organisation and their personal competencies |
| |
adopted
fresh strategies for achieving goals within the organisational
context |
| |
cultivated
personal resources for dealing with difficult relationships |
| |
acquired
coaching skills for managing their team |
|
Contracting
The initial contract is set up between the organisation, the individual and the coach. Early on in the process a 3 way contracting meeting takes place for coach, individual and line manager to clarify the organisation’s requirements for the individual’s development. Whilst sessions between the individual and their coach remain confidential the manager may choose to share his/her learning with others. There is emphasis on the individual reviewing progress against plans and seeking feedback on progress from peers, colleagues and line manager. They are invited to keep a diary of their learning. |
|
Programme
At the start the coach supports the individual in clarifying coaching objectives, defining goals and time scales. Once they have agreed to work together, and the 3 way contracting meeting has taken place, sessions are structured according to the needs of the individual. They usually take place fortnightly or monthly over a 6-12 month period. |
The individual may choose to complete a behavioural influencing style questionnaire which is useful to get a 360 view of their impact on others so s/he may adapt some styles to become more influential. An organisation culture questionnaire may engender a better understanding of the organisation and his/her fit with this. |
