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ADVISOR TO A-LIST EXECUTIVES
Astute individuals understand that career success takes more than just working harder. Advancing is often as much as playing by the rules - including the unwritten rules - as it is about talent and results. Successful executives do take charge with adaptive responses – they continually design their career strategies; share knowledge, connect and collaborate with their diverse networks; work on what truly matters; examine their work-life choices for balance, energy and renewal; and have champions or trusted mentors. They craft their personal leadership brand.
When working with successful executives and organisations, our coaching or mentoring programs include:
- Executive and High-Potential: 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: 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.
- Transition: specifically for those transitioning as the challenges they face are many and varied. Their inner voice constantly raises questions and doubts. Executives in these positions have increased pressures, face more intense competition and receive less help. The stakes to succeed are high. You may like to read: Before Changing Jobs: Eight Must Ask Questions
- Strategic Talent Management: we guide business owners, c-suite executives or human resources specialists on the leadership strategies and actions to strengthen the bench-strength of their teams and organisations.
- Resilience and Self Management: recognises that executives need a new approach to cope with the demands and complexities of corporate life with the outcome of improved focus, performance, energy, balance and satisfaction.
- Conflict, Collaboration and Interpersonal Management: one-on-one interpersonal coaching is a powerful tool to achieve a number of important objectives and assess the choices an executive makes on the compete - collaborate continuum. It may be issue specific or used to modify behaviours that impact working relationships - either way, the aim is to increase collaboration, cross-silo synergy and avoid escalation into unnecessary disputes or tensions. Read our blog post: Do You Use These 4 Steps To Deal With Personal Conflicts?
- Board Ready: is for those thinking about their first board role. Our short program helps you plan and prepare for the various steps needed to apply for the right first appointment. You may like to read: Are The Odds Of A Board Role Against You?
- Change Management: works with executives so that they understand their personal reactions to change; lead their teams through the change process; examine how transition occurs; identify their assumptions and competing commitments; unlock resistance; deal with uncertainty, pressure and stress; evaluate the insight gathered on their change effectiveness; create a personal and pragmatic action plan; and assists in making change stick.
- Peer Group: 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: 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.
Our approach is evidence-based. We also utilise action-learning, adaptive leadership, self-directed learning and other coaching models to be a trusted thought-partner who stretches, challenges, explores choices and sharpens focus. An action plan, developed and owned by the executive, is the ongoing execution roadmap for the identified business and professional challenges. A-List executives regard our development of benefit as it expands thinking, translates into action and reduces missed opportunities. Improved performance ratings or 360 feedback, promotions, greater business outcomes and shifts in leadership capability have resulted.
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 from the weight of company expectations. It is even harder to find effective and neutral listeners. Central to our relationship is discretion so that the individual can articulate their inner dialogue with total trust. It also provides reflection time – a rarity in today’s world of business.
© The Talent Advisors 2006 - 2012. All rights reserved. Call 0400 806 336 or email info@thetalentadvisors.com
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