The objective of the coaching relationship is to maximise executive capability to deliver business results.  Our coaches build their understanding of the organisational context in order to ensure relevance in terms of the content of coaching discussions.

While coaching involves primarily individual work with one executive at the centre of the contract, other stakeholders are also involved as partners.  These may include the executive’s manager, his/her direct reports, an HR business partner & colleagues across the organisation. We work with the coachee to determine which stakeholders will be in a position to offer a useful perspective on current performance and we gather such data via interviews. We ensure all stakeholders are clear on the ground rules for confidentiality in order to encourage all parties to work with integrity.

If other data is available, for example from assessments, (360’s on leadership behaviour, emotional intelligence etc), we will incorporate this into our process to help inform how the executive is viewed.   Once the current situation is clear; we help clarify specific goals for the coaching relationship. These are written up in the form of a coaching contract.

Activities during and between coaching sessions focus specifically on achieving the agreed-upon goals for the executive and his/her organisation.

We recognise that successful coaching requires both a sound methodology and expert improvisation. Using data gathered from the assessment phase of the process, the coach engages the executive in discussion and activities designed to:

• enhance self-awareness around the impact of typical behaviours
• learn skills, build competencies, change behaviours, and achieve results
  

During the coaching sessions, learning tools and activities include, but are not limited to, purposeful conversation, rehearsal and role-plays, videotaping, supportive challenge & relevant reading.  A typical coaching intervention lasts between 6-12 months with meetings at regular 2-3 weekly intervals.  The scope and scale of the intervention will depend on the needs of the individual executive and the client organisation.