Confidential executive / Personal effectiveness
There is a significant body of well-documented research confirming that the positive effects of formal training can quickly dissipate on return to the workplace without effective re-enforcement.
Taking a leadership group through a management development programme is often a necessary but not sufficient enabler for development of the capabilities critical to the ‘leadership role for managers’ that organisations are often seeking.
Clearly, the role of leaders goes beyond the traditional set of trainable managerial skills and knowledge into the acquisition of key behavioural competencies designed to transform leadership effectiveness and liberate talent.
We know that the behaviours that are critical to effective leadership, such as being responsive, proactive and influential, partnering and seeing the bigger picture, rely more on integrating new ‘habits’ into our way of doing things than ‘book learning’ or being trained in a new technique.
What we also know is that these habits, if they do not come naturally, are particularly challenging to learn and consistently deliver however motivated and committed your leadership cohort might be.
Hence coaching is in our view a highly appropriate and practical investment as long as such coaching emphasises competency development, which is acknowledged to deliver a ‘bigger bang for your buck’ as a development investment.
The results of effective confidential coaching are typically:
- Minimises time away from the desk to build leadership capability and capacity.
- Gets people using new techniques and tools to get better performance from themselves and others.
- Provides focused feedback to speed up culture change/integration.
- Creates space for thinking to improve quality of planning and decision-making.
- Increases speed to optimal performance of higher cost resources.
Improved team work and influencing to positively impact customers and other stakeholders.
We have worked with many companies on executive coaching assignments. Sometimes these assignments involve one key person whilst at other times we may be working with entire teams or groups of managers.
We have delivered executive coaching assignments in the private, public and not-for-profit sectors and have worked at all management levels, including chief executive, chair and board member.
In addition to face-to-face coaching we also have a wide experience of delivering coaching skills training programmes to enable people to undertake the coaching process themselves. If you think that coaching may be a solution for your organisation, arrange a confidential meeting with one of our experienced consultants today.
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