Executive coaching can often provide the optimal solution to a leader’s development needs. Under the right conditions it makes efficient use of the leader’s time, is highly targeted and can be very cost-effective.
We specialise in individual leadership development as well as group and organisational dynamics. This is a subtle but important distinction since our most effective outcomes arise from considering the leader’s impact in the context of the individuals and workgroups that he or she interacts with. We would argue that effective executive coaching requires access to the ‘bigger picture’ and the interpersonal relationships that are critical to the leader’s success. That’s why we will often be engaged to work with a leader and individuals within their sphere of influence.
We are particularly selective when it comes to our coaching faculty. Our coaches have postgraduate qualifications in business and psychology related disciplines with a strong focus on applied theory gained from many years in business related roles. In addition, we believe that effective coaches need a fundamental understanding of individual personality and how that plays out in group settings.
This deep level of applied knowledge is critical to ensuring an accurate diagnosis of a leader’s situation before one can provide practical behavioural strategies for achieving effective outcomes. This diagnosis may take the form of one or more background interviews, a 360-degree feedback debrief or a Talent Development Process.
We find that many coaches can follow a ‘coaching process’ but few have the talent to understand and provide the best-fit behavioural strategies when faced with challenging interpersonal issues or complex team dynamics.
Our discussion paper, coaching in perspective, provides some practical advice in selecting an executive coach.
