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Leadership Coaching
We provide one to one coaching to develop leaders to enhance their ability to inspire and empower their people through the creation of a positive climate for improved results and performance.
Their potential can instantly be converted into results and improvements to the performance of teams and individuals.
One to one, tailored and focused coaching can dramatically expand the leader’s potential to inspire and empower whilst motivating and driving results.
Coaching programmes consist of 6-8 half day (3 hour) sessions over 3-6 months. The coaching can focus on the development of key skills and may include any combination of the following:
Management skills
Delegation, motivation, communication, influencing, persuading, negotiation, decision-making, goal setting, task completion and planning.
Leadership styles
From studying data, observing thousands of executives, noting specific behaviours and their impact on climate, Daniel Goleman and Hay/McBer uncovered a link between leadership, emotional intelligence, climate and performance.
The team reviewed how each individual motivated direct reports, managed change initiatives, handled crises and tested each executive’s immediate sphere of influence for its climate (i.e. 6 key factors that influence an organisation’s working environment).
Flexibility - that is how free people feel to innovate
Responsibility - to the organisation
Standards - the levels that are set and met
Rewards - sense of accuracy and aptness to performance
Clarity - people have about mission and values
Commitment - to a common purpose
They found a direct correlation between climate, revenue growth, efficiency and profitability. Where climate was positively affected by the leader the organisation had decidedly better financial results.
Our coaching enables leaders to develop an understanding of and ability to flexibly and seamlessly move between each style.
We also focus on the development of the required attitude or motivation essential to implement the skill or style to achieve a real result in the short and long term.
Recent studies on “Learned Optimism” have identified that as well as the two main personality traits of “ability and motivation”; belief or the expectation of success is essential for improvement and success.
Strengths and weaknesses in leadership and communication style. (click here to see Insights Discovery Profiling)
Specific management skills and leadership styles to positively impact on the climate and results of the organisation.
How to stop, think and chose alternative behaviours to apply to the right moment for the right impact.
How to inspire and empower people to create a positive climate and great results.
The Coaching Process
Our work commences with the creation of a Personal Development Plan as it is important to agree the overall objective of the coaching and the measurement of success.
Other assessment tools such as OPQ 32, appraisal or 360 degree feedback enable coach and leader to build a rounded perception and understanding of the development that will have the greatest impact on the leader’s performance.
Step One Motivation to Change
Review the need for change and the positive and negative logical consequences of change
Identify the specific skill set or style/s to be developed
Agree the specific measures of success
Provide input and coaching on the required skill or leadership style
Support with practice
Agree steps required to implement changes in behaviour
Assess resistance or barriers to change
Step Three Barrier Breaking Beliefs
Thoughts affect our feelings which in turn affect our behaviour
Thoughts consist of our beliefs and values about others and ourselves
Beliefs and values dictate our motivation and reasoning to take action or not
We coach people to:
- Identify their beliefs and values associated with a skill set or change in behaviour
- Identify the cause of resistance to applying the skill or changing their behaviour
- Remove the cause of the resistance and replace it with more supportive thoughts that encourage and motivate them to apply the skill and change their behaviour
Step Four Personal Commitment to Action
We will agree specific and measurable actions required to reinforce the change that will take place and linked to the measures of success both identified at the outset of the coaching programme and each session.Actions can be fed back to the sponsor to validate improvements prior to the next session.The coachee can feedback at the next session the progress they have made and supported with evidence.