Executive Coaching

Executive Coaching is delivered in a non-directive way with a partnership approach, with the coach often acting as a sounding board for the individual.

The process begins by identifying the agenda and development goals, but, more often than not, the agenda alters depending on changing circumstances in the client’s world.

The coach does this by creating a psychological space, which allows the company director or executive to stand back from the workplace, and then provides a supportive, yet challenging, relationship and dialogue in which the director or executive can gain perspective on his or her experiences and self, and on his or her leadership task within the organisation.

In order to achieve the required development, change and ultimately more choice, the coach will create different learning experiences and models to effect this change, with the coach’s flexibility being of paramount importance to the coaching process. Complex contracting is required to establish agenda, with regular re-contracting to reflect changing circumstances/priorities. The nature and frequency of reviews and feedback is agreed as part of the contracting.

Typical Issues:

• Rich analysis of current organisation and of managerial/leadership objectives, planning and implementing personal and business strategy in light of these
• Identifying strengths and weaknesses in personal performance (through self-reflection and/or feedback) and developing in response
• Planning for next role and identifying development needs
• Charting future career over 1-5 years