Executive Coaching

Triggers for coaching	One to One Coaching process	Outcomes
Facing a new challenge Wanting to develop your leadership style Looking for external, independent and challenging support Wanting a better life-work balance Experiencing a lack of fulfilment Working through a transition Seeking resolution of a stressful work relationship or situation	Contracted for session by session, 2 to 2 ½ hour sessions No minimum number, you set the frequency Dealing with real issues Supportive Challenging Confidential Independent Focussed Agreed action plans Telephone consulation between sessions	Increased personal performance Revitalised personal and professional development A clearer sense of direction Identified measures of success Making progress Clarify "rules for winning" and “leadership brand” Greater balance and fulfilment

Our one-to-one executive coaching programmes are run on the coachee's agenda and each programme is tailored to the specific needs of the client.

Executive One to One Coaching Although often triggered by a “problem”, a number of senior managers appoint a personal executive coach as part of a programme of professional development, acting as a supervisor and supporter as they develop an effective “signature” leadership style – a “leadership brand”. The programme is based on a 2 hour, one-to-one, confidential sessions. These are contracted for, session by session, with no commitment to a minimum number. The return on these programmes is significant as it provides a focussed and highly tailored approach to development. Frequently used to support more didactic leadership programmes, it can be very appropriate in helping simply to implement the learning already drawn from attended programmes and past experience, which for whatever reasons are not being implemented. It is particularly effective in handling short term problems such a poor performance, behavioural challenge, work relationship issues and other blocks to high performance.	Why	this type of development?
	Who	would benefit?
	What	are the outcomes?
	How	is it structured?

Why This Type of Development?

Its regular nature requires a concerted commitment to learning and development that can not be achieved by attending a one-week 0r one-off, residential programme.
This type of learning is more focused, supportive and, ultimately more permanent in its effect than formal, classroom-based training programmes.
It will to draw out the theory already absorbed through other learnings, mix it with real life experience and, through careful questioning and coaching, turn insight into knowledge and then into positive action.
It is more convenient, with the coach coming to the manager at a time and location that is convenient, minimising work disruption

The last thing many senior executives need is "yet another management course".

Each programme deals will real, "here and now" issues, and so can show immediate returns on the investment of time and money. This delivers practical results, not just an understanding of management theory.
Each session concludes with the development of concrete action plans that individuals contract to implement.
One-to-one coaching with an impartial outsider gives an opportunity for frankness and openness that can only rarely be provided within a company.
Managers are asked to confront the recurring blocks with which they sabotage their own and others' success. This is done in a supportive way.

High performing managers wishing to enhance their performance further
Newly appointed managers looking to succeed quickly
Individuals who find themselves working in highly stressful situations
Individuals in major transition
Individuals looking for support in clarifying their direction and purpose at work
Individuals looking to achieve a greater work / life balance
Managers looking to revitalise their personal and professional development

The following might be expected as key outcomes of the process:

Achievement of higher levels of personal performance
Creating a clearer sense of direction, has identified what matters to him/her and is working toward achieving this
Establishing priorities that focus activity, both within and outside work
Determining the measures of success in all aspects of the coachee's life in order that rates of progress can be noticed and worked on
Making progress toward achieving key career and life goals
Creation of a personal list of “rules for winning”, a reflection of what works best for the individual in order that the learning can be maintained
To provide an independent and impartial sounding board against which the coachee can explore their experiences in taking action, and in consequence, be aware of their learning and development as managers and leaders
Encourage the notion of "continuous professional and personal development" within and beyond the programme
Transferring coaching skills in order that similar processes can be run with team members
Introduce models for effective communication, coaching and team leadership so that the coachee can be developed for roles beyond their current one
To achieve a greater sense of balance and fulfilment within the coachee's life, with a subsequent reduction in stress

The programmes are contracted for individually. Each session would be planned for 2 to 2½ in length.
Session are best held at a suitable, private venue, this can be the client's office, however, a process such as this frequently benefits from being run off-site.
There is an option of a written report at the end of each session that the coachee can request as part of their programme.
Telephone consultation is available at no extra charge during the programme, if the coachee requires specific help on an issue in between sessions.