Executive Coaching

This allows you (the client) and I (the coach) to get to know each other, for me to explain how coaching could work and for you to discuss your objectives.*

If the executive coaching you receive is supported by your employer, a meeting can be held with you and your sponsor to confirm the shared objectives.

Coaching is about creating trust and confidence so I can help you develop better awareness and an understanding of what you want to achieve.**

We review the outcomes and effectiveness of the coaching you have received against the initially agreed objectives. This can also include your sponsor.***

*After this meeting, you can decide if you would like to proceed and then we can agree on the number of sessions required as well as other practicalities.

**The number of sessions required will vary (6 to 12 is typical). These sessions are typically conducted via videoconference. All coaching sessions are confidential, even when supported and paid for by an employer.

***Any feedback would be from you to your sponsor. 

Take a look at my blog for some common coaching topics.

Many of the core coaching skills used for 1-2-1 coaching are the same as those required for team coaching but with the added complexity of being one-to-many, rather than 1-2-1.

Just as 1-2-1 coaching’s purpose is the delivery of high-performing individuals, team coaching’s is to create high-performing teams.

Agreeing how the coach, team, team leader and sponsor are going to work together. Agreeing how confidentiality will work for the team and developing an understanding of the team’s purpose and objectives.

Carrying out 360 diagnostics on the team to collect input from the team and key stakeholder groups on how well the team understands its purpose and objectives, the relationships within the team and with key stakeholder groups and how well the team learns from its experiences.

Reviewing the diagnostics with the team to identify its strengths and development areas, which then sets the agenda for the work the coach will do with the team.

Working through a series of team coaching sessions focusing on the development areas agreed upon. This may also be supported by 1-2-1 coaching with team members to support them individually to develop in parallel with the team development process.

Evaluating how coaching has developed the team to better achieve its purpose. This may include a repeat of some of the 360 diagnostics to gain key stakeholder groups' input into the review.