““Coaching has been a game-changer for me. I was promoted into a role which I felt other people might not believe that I deserved, I didn’t have the same confidence in myself as my boss clearly did. Over the course of the last 8 months I have taken ownership of the significant value I bring; view myself as others do and sabotage myself less; and started to believe in what I am capable of.
I also very much appreciate the energy that Kimberley brought to the sessions, firm but fair, organised but empathetic – her approach I believe brought out the best in me. I always walked out of a session feeling like I had achieved!”
Individual leadership coaching from an experienced executive and systemic coach
What is executive coaching?
The International Coach Federation (ICF) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.
“1-1 coaching” or Executive coaching is bespoke leadership development for leaders, senior executives, and high performing talent. The leader will work one-to-one with a professional executive coach on their criteria for success, their specific goals and challenges, their strengths, goals and key areas for development.
Together, in collaboration they create a strong and trusting partnership that allows the coachee in a safe non-judgmental space to gain greater self-awareness and confidence, an appreciation of their strengths, tap into their purpose and potential, strengthening their leadership skills and evolution of mindsets- the cognitive and behavioural capacities that support them to lead dynamically in a fast paced climate of disruption and change, an increasingly VUCA environment (Volatile, Uncertain, Complex, Ambiguous).
The coaching container allows a leader the safe space to be challenged in their thinking and behaviours, to question their perspectives, slow down from the rapid pace, reflect, re-engage and re focus opening the pathways to build new solutions, increased performance, productivity and positive outcomes.
Coaching is present and future focused, involves taking action, and accountability, and is a catalyst for change, results, enhanced performance both for the individual and the teams that they lead.
The personalised approach brings powerful and dynamic results that support the individual, the team, and the organisation; in short a whole system approach that ensures deep and transformational results rather than transactional ones.
TOPICS-Who and Why Executive coaching
Executive coaching is tailored and bespoke to the needs of the individual. Some of the reasons and topics for using executive coaching are:
Career change or promotion into leadership role
Managing conflict or crisis, handling relationships and negotiations more effectively
Managing stress levels and work/life balance when feeling overburdened
Developing high potentials and the ‘leaders of tomorrow’
Increasing confidence, emotional resilience and defining personal brand
Managing new teams and non-intact team dynamics
Assimilation in a foreign work culture
Career transitions: career change, redundancy, maternity break, recovery from burn out
Engagement and retention of valued staff
THE COACHING PROCESS
INTRO MEETINGS Meeting with senior stakeholder/sponsor to ascertain coaching requirements & remit (individual, team, culture, organisation). Chemistry meeting with Coachee to ensure excellent client fit. Understand the individual’s professional and personal context and goals. Establish the individuals short and long term goals. Clarify the coaching process, confidentiality and coaching ethics. Pre evaluation documents to be submitted.
COACHING PROCESS/ STRUCTURE Where appropriate at the beginning and completion the individual’s manager/sponsor will be included in a triad meeting to set the remit and measure the results. During the coaching programme suggested 6 1:1 sessions at 3-4 weeks apart determined by clients agenda and requirements. The last session is a closing session-both a review and planning forward session.
BESPOKE INTERVENTION Define and create an action plan for progression and development benchmarking the success criteria. Raise awareness, build a growth mindset, reflect on strengths, challenges, and focused actions. Coaches draw upon an extensive tool kit and range of psychological tools, training, leadership and coaching methodologies to ensure the desired outcomes are achieved and to ensure the clients ongoing support and development.
ONGOING EVALUATION AND LONGER TERM SUPPORT An effective coach works to make themselves redundant ensuring the client has effective tools, strategies and methodologies to sustain change long after the completion of the programme.
COMPLETION OF COACHING PROGRAMME Coachee feedback forms to be completed. Final meeting with senior stakeholder/HR to overview the programme and success criteria.
“Comparing the three domains, I found that for jobs of all kinds, emotional competencies were twice as prevalent among distinguishing competencies as were technical skills and purely cognitive abilities combined. In general the higher a position in an organization, the more EI mattered: for individuals in leadership positions, 85 percent of their competencies were in the EI domain. Daniel Goleman ”