Executive Coaching

Since 2001, our professional coaches have been successfully coaching executives of different levels and backgrounds in various industries and executives right up to ‘C Suite: CEO, CFO, CHRO, COO, etc..’ With the experience in management training and consultancy, combined with the skills and techniques used to coach executives, we ensure that our ‘hands-on’ action learning seeks to advance personal development while at the same time producing immediate business benefits.

INTELLIGENT LEADERSHIP EXECUTIVE COACHING PROCESS

4 POWERFUL PHASES AND 7 GAME-CHANGING PILLARS

Phase 1 – Awareness

Phase 2 – Analysis

Phase 3 – Action

Phase 4 – Achievement

  1. Understand Coaching “Context” and Establish Vision and Goals
  2. Powerful “Inner-Core” Assessments
  3. Robust “Outer-Core” Assessments
  4. Targeted and Customised Development Plan
  5. Personalised and Customised Coaching / Leadership Content
  6. Stakeholder and Mentor Engagement and Learning
  7. Stakeholder Feedback and Coaching Debrief

Continuous One-on-one Training

This is where sensitive issues can be addressed in an open and non-confrontational manner. In addition to this, because professional coaching takes place over an extended period, it becomes a great way to acquire and ingrain new skills. You cannot expect someone to go into a room and come out changed. There needs to be an ongoing effort, which cannot be accomplished by taking a course or reading a book, or having a discussion.

Self Awareness, including Blind Spots

This is often the most advantageous, as many executives do not like to know or become aware of their blind spots out of fear that they may look ‘weak.’ Coaching acts as a mirror for executives, providing them with honest feedback and revealing gaps so they can see themselves more clearly, as well as helping them to identify goals and promoting sustained action. The value is having somebody to allow them to see what they cannot see.

On-The-Spot Learning

Our professional coaching programs provide executives with what we call ‘on-the-spot’ learning. Many executives attend the sessions with an aim in mind, which is usually a challenge that they will face soon and do not know how to approach it. Coaching often provides a dress rehearsal where the executives use the sessions to develop their skills and competencies for a situation(s) that may be approaching.

Extended Thinking through Dialogue

You will work with a curious outsider who asks the questions that others won’t ‘dare to ask’. Dialogue, fueled through powerful questions, is at the heart of the coaching process. In coaching conversations, executives think out loud, become more reflective, and gain access to their tacit knowledge and new ideas. The coach’s role is to act as a sounding board, confidant, partner, challenger, and catalyst for change.

While it may sound counterintuitive, it can be a real benefit if the coach’s professional background is different from that of the executive. It allows the coach to enter the relationship from a naiveté, with curiosity and questions, not assumptions and recommendations; this creates leverage.

Personal Accountability For Development

Our Professional coaching  programs are definitely ‘not a walk in the park.’ Consider when you employ a personal trainer; they create pain and discomfort, things that you must go through to see the benefits: no pain, no gain. Well, the common denominator in professional coaching and personal training is accountability. Ongoing personal training creates momentum and responsibility for development. The same is true for professional coaching. We believe that coaching provides an objective, outside person to help executives do assessments, set developmental plans, and hold them accountable. The coach has the executive 100% responsible, as both parties’ time is valuable and not to spend on time-wasting, where people do not feel accountable.

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