Leaders at senior levels often require support and development that is tailored to their specific needs and circumstances. Coaching can be crucial in meeting these needs, either by building capability, or identifying and crystallising skills to be leveraged or where gaps exist. Coaching is a proven and effective means of realising potential. It is often instrumental in helping leaders navigate their career successfully and it is particularly valuable at transition points in careers. These might be when moving from a technical to a leadership role. It could be what is needed when you require support around confidence, impact and interpersonal relationships; thinking about your future career promotion, direction and succession or considering your own leadership trajectory.
We work both internally helping organisations develop their leaders as well as taking on individuals, outside of organisational structures to help them develop their career. A coaching relationship will typically start with an extended coaching session in which you and your coach get to know each other and define the issues you wish to address. The second session is often a 3-way with the line manager in which to ensure these coaching goals align with those of the business. There are then a further four sessions, 1.5 – 2 hours in length at 3 – 6 week intervals.
We also work with individuals in a private capacity. This may be of use when planning a career or organisation change. Likewise, it may be useful in getting beyond organisational boundaries or when progress seems to be thwarted.
In addition, many leaders ask their coaches to conduct stakeholder feedback, either in the form of written 360s or 1:1 conversations with relevant colleagues. These are then written up into a report on a non-attributable basis.