Management Development Coaching
Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others. -- Jack Welch
'' Coaching is the facilitation of learning and development with the purpose of improving performance and enhancing effective action, goal achievement and personal satisfaction. It invariably involves growth and change, whether that is in perspective, attitude or behaviour.'' Peter Bluckert:2005
Managers /Leaders come to coaching because they want things to be different – they are looking for change or they have an important goal to reach. This goal might be very specific (for example, to deliver a major change within the organisation, to effect a significant change in lifestyle) or might be more general (e.g. help me move through this period of transition in work or in life). More often than not, it is managers who choose coaching as a way of developing themselves and, in many cases, they choose coaching because it is so customised, because it is an intensive form of development that helps to accelerate change, and because they are facing issues which have no text-book solutions or precedents.
You want a coach who has (i) a good understanding of the business environment, (ii) a good understanding of management and leadership as well as organisational dynamics and cultures so that they can demonstrate a good intuitive grasp of ‘where you’re coming from’ and (iii) a good understanding of the processes of personal development and change, and interpersonal dynamics and relationships.
Coaching Process Overview
Entry & Contracting
Clarifying expectation and establishing ground rules with both Manager & Sponsor
Assessing present status
Work with Manager to gather data and establish present state.
Review assessment outcomes work with Manager to establish key actions plan.
Ongoing coaching sessions
Reflection - Feedback – evaluation
Whats working –build on this
What did not go well – understand reasons, limiting beliefs etc
Evaluation and sustaining success
Measure achievements based on expectations
Establish future development plans
Outplacement / Transition Support Coaching
This coaching is designed to help individuals whose position has been made redundant achieve a thorough understanding of their skills, strengths and accomplishments and develop effective job search strategies and techniques.
- Dealing with the psychological impact of the transition
- Evaluation of key work-based skills and accomplishments
- Completion of appropriate assessments to assist with the identification of key strengths, potential development areas, career interests.
- Exploring Career Options
- Development of CV and advice on preparation and enhancement to maximise job search potential.
- Development of focussed job search activities
- Coaching on interview skills and interview preparation
Career Transition Coaching
“Life isn’t about finding yourself. Life is about creating yourself.” - George Bernard Shaw
Occasionally, it is good to stop and think about what you really want and what you will do to get it. Sometimes when at a crossroads it is useful to get help discovering which fork of the road to take. At other times we are involved in building blocks for the next stage of our development.
Career Choice Coaching - Focused on supporting you identify your ideal role or career
- Exploring, Defining, Clarifying your career objectives/goals.
- Exploring factors which may influence attainment of those objectives.
- Development of a focused action plan
Interview skills coaching
- Personal S.W.O.T Analysis
- Present yourself in a confident, relaxed & professional manner
- Managing difficult questions with ease.
- Psychometric assessment and profiles
- Based on your own individual needs we utilise a variety of tests and assessments to support a greater self awareness and understanding of your personality and abilities.
SME CEO /Buiness Owner Coaching
“When you’re finished changing, you’re finished.” -Ben Franklin
As an owner manager your role at the top can be a lonely one. You have significant demands which occupy both your time and thinking. While recognising these demands you may also yearn for the opportunity to “step of the treadmill” and take time out to focus on your own professional growth as a manager and leader or on where you want to take your organisation.
Many business owners need to develop their leadership and management skills to move their business to the next level
As a starting point ask yourself “what are the biggest challenges that you may have been ignoring and what is the impact (Financial/Personal/Emotional) of not dealing with those challenges?”
You may have questions such as:
“Where do I want to go with this business”
“How can I get greater balance in my life”
“How can I maximise on the potential of my team”
“How can I be a better leader/manager?”
Working with a coach creates the space for you to consider these questions in a setting where you will be challenged, gain fresh perspectives, and decide on next steps. Many clients value the time out and the creation of the headspace to get an independent perspective that may be absent within their organisation.
“Knowing others is intelligence; knowing yourself is true wisdom. Mastering others is strength, mastering yourself is true power." —Lao Tzu
Being supervised is usually thought of as the traditional management relationship where the
'manager/supervisor' oversees the subordinate’s actions.
Supervision in a coaching context is a structure for coaches to review and discuss their work regularly with someone who is experienced in coaching and supervision. The task is to work together to ensure and develop the efficacy of the coach in their work with their client/coachees. The agenda for supervision is the coaching work together with the supervisor's reactions and comments.
Supervision has sometimes been called “Super Vision” as a way of demonstrating that it is not restrictive or prescriptive but rather a process for increasing creativity.
By its very nature, coaching makes considerable demands upon coaches who may become over-involved, ignore some important point or have undermining doubts about their own abilities. It is difficult, if not sometimes impossible, to be objective about one's coaching and the opportunity to discuss the coaching work in confidence with a suitable person is invaluable. Good coaching also requires the coach to relate theory to practice. Supervision can help the coach to evolve practice and in this sense is one aspect of continued training.
Through the supervision process, the primary concern of the supervisor is to ensure that the coach is addressing the needs of the client as well as monitoring the relationship between the coach and client to maximise the effectiveness of the relationship. In addition, Supervision is also a way of ensuring that ethical standards are adhered to throughout the coaching process. It is also legitimate for supervisors to encourage and facilitate the ongoing self development, continued professional development and learning and self-¬monitoring of the coach.
Supervision is the best way to develop professionally as a coach by integrating the coaches acquired knowledge with what they are learning from working with their coaching clients.
If you are presently working as a coach and would like to complete some sessions with a qualified supervisor then please contact me to arrange for a short consultation on how supervision can support you.
Kazenaback & Smith (Wisdom of Teams - Creating the high performance organisation) define a team as follows:
“A small number of people with complimentary skills who are committed to a common purpose, a set of performance goals, and an approach for which they hold themselves mutually accountable”
Too often the full potential and performance of teams is not maximised due to factors such as a lack of common purpose, lack of common accountability, lack of trust and a lack of utilisation of the complementary skills existing in the team. We often see more examples of dysfunctional teams than of high performing teams in organisations.
Also, high individual performance by one or more people in a team doesn’t necessarily lead to high team performance overall.
All teams work in and with systems and the dynamics/dysfunctions that often surface in systems present as:
- Difficult behaviours
- Repeating patterns
- Non achievement of goals
These are usually an expression of something happening within a system as there are always underlying forces at play. Ignoring the forces causes problems with leadership, team inertia, lack of role clarity and more.
Team coaching can support an organisation create and maintain high value performing teams. This is a partnership approach where the activities and actions are mapped jointly between the team and the team coach.
The Team Coaching approach:
- Creates a strong sense of connection within the team that can be a powerful motivator and so demonstrate more focused collective energy.
- Creates collective awareness e.g. what collective habits have formed, what behaviours are enabling or stifling creativity where ideas can flourish and take shape; what assumptions are shaping our actions and decisions; how do we challenge and explore so that we can make better more constructive decisions
- Supports the team appreciate and understand each person’s unique strengths and behaviours and value diversity so that team members become team players with greater knowledge and clarity leading to collective results as well as shared drive to succeed.
- Supports the team to learn and reflect together and support each other’s learning.