executive coaching
Unlocking potential
Why use executive coaching?
At its simplest, coaching unlocks a person’s potential to maximise their own performance (Whitmore, 2017). Whilst its earliest roots can be traced to Socrates in Ancient Greece, over the last 20 years, coaching has become an important tool for leaders, as organisations have moved to more talent-based operating structures and the wider context has become increasingly uncertain, complex, fast-paced, and ambiguous.
Through effective coaching, leaders learn to think deeply about how they can better achieve their ambitions, positively influencing both their careers and wider life goals. Through incisive questioning and facilitation, the coach helps the leader to reach a new level of insight and provides the tools to enable the leader to commit to actionable steps to allow them to achieve their objectives.
Every coaching conversation is unique, but typical subjects for discussion include:
- Navigating transitions – how to successfully manage promotions, job changes or other events;
- Understanding & developing a unique leadership brand;
- Establishing & taking action towards achieving goals;
- Building confidence and self-reliance;
- Gaining increased job & life satisfaction;
- Finding balance;
- Contributing effectively to the wider team/organisation, especially in times of intense pace & pressure.
There are many benefits to coaching: 80% of people who receive coaching report increased self-confidence and over 70% benefit from improved work performance, relationships, and more effective communication skills. 86% of companies report that they recoup their investment on coaching and more (source: ICF)
My approach
My approach to executive coaching is known as the universal eclectic model, which draws on eight major psychology-based techniques: person-centred, Gestalt, systems, psychodynamic, evolutionary, behavioural, cognitive-behavioural and biological.
Simply speaking, I bring a bespoke, but evidence-based, approach to sessions, centred on the client’s goals and aspirations. I typically work with clients over a period of 6-9 months, helping them to achieve identified goals. I have included an example of a programme I run below, but if you think Coaching may be what you need in your organisation, give me a call and we can talk through different options.
My coaching experience
Coaching has been something that I have studied in since my Philosophy degree, during which I specialised in Plato’s Socratic Dialogues, one of the earliest examples of the power of incisive questions. Over my subsequent 20+ years in HR & Talent Development, I have utilised coaching skills to support and enable leaders though complex and challenging situations. I now coach a diverse range of executives in professional services, retail, technology, charities, and the public sector.
I’m particularly passionate about coaching high-potential people who are undertaking their first major leadership role, often whilst balancing significant commitments outside of work. I feel privileged to help individuals to facilitate their growth, enabling them to draw on their own talent and internal resources to be successful in their lives.
The ELEVATE programme
Over my years of experience working with Leadership Teams and Boards I have noticed that we can be hesitant to promote great talent to leadership positions. We know transitions at this level can be difficult – often the strategies that have got them to this point may not serve them as well in leadership.
When we do promote, it often coincides with less support being available. The higher up you report in the organisation, typically the less 121 time you get, and when you do it is often dominated by business strategy and operations. Leaders are expected to self-manage, but may not have been shown the tools to support with this.
It’s also clear that people don’t have long to prove themselves, in a study of 1,300 senior leaders, nearly three-quarters agreed that “success or failure during the first few months is a strong predictor of overall success or failure in the job.”
This is where I can help – I’m a qualified Executive Coach with over 20 years of experience in HR leadership roles, supporting executive teams and boards in getting the best out of their people. I know the theory of leadership and have access to a wide range of tools and frameworks, but I’m also deeply experienced in the expectations of the real world. I also believe strongly that people already have the answers within them; they just need the time, space and facilitation to bring them to the fore.
By engaging with this programme your leaders will “break-even” quicker, have greater self-efficacy and be able to thrive in their new roles. You will have set up for success, both in their first 90 days and beyond.
Structure:
- Chemistry Session (45 minutes x 1) – to discuss designing the working partnership, clarify roles and responsibilities and establish initial thoughts on goals. After this session, the client (the new leader) and I will confirm our agreement to continue working together. The coaching contract is then signed.
- Stakeholder Session (60 minutes x 1) – a session either with the leader or with them and their line manager(s) or other relevant stakeholder(s) (as preferred by the organisation), to agree on the overall goals of the coaching programme.
- Strengths Review (120 minutes) – I will review any relevant data such as 360-degree feedback/leadership profile to understand the leader’s strengths and opportunities. If no data is available, I will conduct a Strengths Assessment with them and review.
- Goal Setting (60 minutes x 1) – a session with the leader to further refine specific goals of the coaching programme.
- Intensive coaching (60 minutes x 6) – six scheduled coaching sessions over three months.
- Hot Spot Sessions (30 minutes x 3) – during the entire programme, the leader can request three thirty-minute Hot Spot sessions. Typically, this may be before or after a significant event. These sessions can be booked at short notice.
- Stakeholder Session (60 minutes x 1) – a session either with the leader directly, or with them and their line manager(s) or other relevant stakeholder(s) (as preferred by the organisation), to review progress against agreed goals.
- Integration & Sustainment Sessions (90 minutes x 3) – Scheduled longer sessions over the remaining three quarters of the year. The purpose of these sessions is to ensure continued success towards goals, consolidate key learnings and set the leader up to ensure they can be self-sufficient on exit from the programme.
The Chrysalis Programme
When a caterpillar builds its chrysalis around itself, it already has everything it needs to become a butterfly. I believe the same is true of leadership – you already have everything you need, but sometimes you need a thinking partner to gain key insights.
I have designed this programme for those leaders who are entering into a challenging new role, or those who are taking on increasingly complex responsibilities. The content of the sessions will be tailored to the individual’s goals, but the overall premise is that by the end of the programme, the individual will be able to fully embody their own authentic and effective leadership.
The programme can be with the individual directly, or with key stakeholder input at goal-setting and closing. Sessions are typically held virtually.
Structure:
- Chemistry Session (45 minutes x 1) – to discuss designing the working partnership, clarify roles and responsibilities and establish objectives. After this session the client and coach will both confirm their agreement to continue working together. The coaching contract is then signed.
- Goal Setting (60 minutes x 1) – a session either with the client directly, or with the client and their line manager(s) or other relevant stakeholder(s) (as preferred by the organisation), to agree specific goals of the coaching programme. ]
- Ongoing coaching (2 hours x 6) – six 90-minute coaching sessions over a seven month period, with access to additional 30 minute check-in sessions in-between.
- Completion (60 minutes x 1) – A final stakeholder meeting with the line manager(s) or other stakeholder(s) to review progress against the objectives, to complete the coaching, and to support the client as they leave the coaching relationship.
The Camino Programme
Inspired by my father walking the Camino de Santiago, this programme has been created for those who want to think carefully about the next step in their career. Designed to give you the space and the focus you need to make the right next choice, the programme follows a core path but with flexibility for your individual needs.
Sessions are typically held virtually and take place over 7 - 24 weeks.
Structure:
- Chemistry Session (45 minutes x 1) – to discuss designing our working partnership, clarify roles and responsibilities and establish overall objectives. After this session, the client and coach will both confirm their agreement to continue working together. The coaching contract is then signed.
- Goal Setting (90 minutes x 1) – focused on discovering what is going to be important for you to know and understand by the end of the engagement.
- Values exploration (90 minutes x 1) – focused on helping you uncover what’s really important to you from a values perspective.
- Strengths exploration (90 minutes x 1) – designed to help you to understand what is it that you’re really good at, as well as what you really get energy from doing
- Tailored additional sessions (90 minutes x 3) – three further sessions to get you focused and moving on your next steps. Topics could include: Mindset, Confidence Building, Imposter Syndrome, Personal Brand, Transition Management, Resume/CV development and Mock Interviewing
- Top-up booster (60 minutes x 1) – whether it’s about minimising pre-interview nerves, or working through which offer to take, you have one final session to be used outside of the initial engagement to ensure that you’re able to take the right next step with full confidence.
