EXECUTIVE COACHING

Why this overwhelming interest in coaching? Why do more and more self-respecting executives demand a coach? Why do already successful executives have a counter-intuitive need to change? How diverse is your coaching panel?

Corporate life is different now. The need to perform, compete and collaborate is creating new challenges. Change is happening at an unprecedented pace. Business requires more from its executives. The demands are unrelenting. New ways are needed to revitalise highly stretched executives to build on their success and to prevent looming burnout. Coming to terms with these pressures, executives now look for support to hone or reinvent capabilities.

Most on the fast-track learn that the higher they are, the more difficult it is to talk about their real issues, concerns or the corporate undiscussables – and to do so free of the weight of company expectations. It is even harder to find effective and neutral listeners. We provide those on the A-list an objective trusted facilitator to stretch and challenge them, explore choices, sharpen focus and be a thought partner.

At the core of our coaching program is the creation of a personal action plan that is developed and owned by the executive. It acts as an execution roadmap to specifically address identified business and professional challenges that need to be actioned within agreed timeframes. This allows renewed energy, focus, purpose, accountability and commitment while guiding progress and execution.

Using an Action Learning model, our coaching process is a personal, relevant, congruent and concrete form of executive development. Executives regard our coaching of benefit as it reduces missed opportunities, translates into action and expands thinking on future possibilities.

Our coaching programs include:

¤ Executive and High Potential Coaching is where we work with the most talented. Star performers or high-impact talent have the highest future value to their organisation. However, success can be paradoxical as the same qualities that lead this A-list to success can also hinder their ability. This program helps the executive explore leadership, adaptation, systems and change within their business context.

¤ Women's Leadership Coaching offers high-potential talented women a distinct opportunity to understand the dynamics, strategies and tactics to take up their power, influence and authority. Examining the actions needed for success, these women become better placed for gaining promotions; are better connected, engaged and energised; while being more effective in strategically positioning their careers for future leadership or board roles. 

¤ Change and Transition Coaching works with executives so that they understand their personal reactions to change; examines how transition occurs; identifies their assumptions and competing commitments; unlocks resistance; helps them deal with uncertainty, pressure and stress; evaluates the insights gathered on their change effectiveness; creates a personal and pragmatic action plan; and assists in making change stick.

¤ Transition or On-Ramp Coaching is specifically for those transitioning into a new role as the challenges they face are many and varied. Their inner voice constantly raises questions and doubts. While businesses require more from all their executives, they are truly in the spotlight. Executives in these roles have increased pressures during their first year, face more intense competition and receive less help. The stakes to succeed are high. 

¤ Time Matters Coaching is a program that recognises that executives need a new approach to achieving priority and work-life management. It works with these executives in a more personal way than a traditional training program with the outcome of improved focus, performance, energy, balance and satisfaction. 

¤ Peer Group Coaching is tailored to meet the challenges for those with similar learning needs. Using small groups or learning communities, it offers personalised development that blends group work with one-on-one follow-up. It is a cost-effective way to enhance collaboration, strengthen networking and give special attention to those from the talent pool.

¤ Diversity Leader Coaching engages in constructive dialogue to help unpack the many issues encountered in creating inclusive cultures. Executives who want to be effective diversity leaders or champions are entering a new journey that lacks a well worn path. In addition to this lack of know-how is that many successful executives have not experienced difference at a personal level.