EXECUTIVE, INDIVIDUAL AND CAREER COACHING
Why invest in coaching?
Coaching is a powerful tool for personal change. World-class organisations have testified to dramatic increases in leadership capabilities as a result of coaching including higher levels of:
- Performance and profitability
- Quality and customer service
- Motivation, commitment and job satisfaction
- Teamworking and collaboration.
Coaching increases self awareness - helping an individual to understand where to focus to really impact on performance. It enables leaders and professionals to learn how to change.
The desired outcomes can vary from realising potential for high flyers, leading effective change, managing key relationships, getting results through others and gaining a clearer understanding of a leader's current or future role. Coaching can also focus on improving performance through specific short term goals.
Consistently, managers Paul has worked with speak of three key benefits:
- Increased personal motivation and confidence
- Better business results
- A reinvigorated approach to their role.
Our approach to coaching
We offer insight, direction and a step by step approach with our clients in order to help them make specific improvements:
- Initial meeting with the coachee to establish specific desired outcomes from the coaching and timescale for delivering these. A 'contract' is agreed with the coachee. It's useful to have some data available at this stage e.g. 360 degree feedback, Occupational Personality Questionnaire or Myers Briggs to prompt discussion. We also recommend that the coach talks to the coachee's line manager to understand his/her view of the coaching priorities.
- Regular coaching meetings (timetable agreed with the coachee, but typically every 6-8 weeks) over a period of around a year. Six meetings are often needed to fully address all issues. Each meeting focuses on the desired outcomes, starting with a discussion of how the coachee has been working on the areas agreed since the last meeting.
- Final evaluation of the coaching by analysing whether the coachee's desired outcomes have been achieved. This could be via informal feedback from the coachee's line manager and/or colleagues or via a repeat 360 degree feedback.
A Senior Manager worked with Paul Hodgkinson to influence his internal customers more effectively. For him the most frustrating thing was walking out of meetings not having achieved his goals. Over a series of coaching sessions, Paul asked the manager to adopt different approaches. By the end of these, the manager was gaining the commitment he wanted and increasing his business results in he process.