EXECUTIVE / MANAGERIAL COACHING DEFINED:

Executive coaching within our paradigm is the art and science of facilitating personal and professional development, learning and performance of an executive by expanding his / her options for behaving authentically.

Executive coaching is a collaborative, individualized relationship between an executive and an Executive Coach. The aims of which are to bring about sustained behavioral change and transform the quality of the executive’s working and personal life. Some areas

include:

leadership development, specific interpersonal and intrapersonal skills coaching, executive planning and problem solving, emotional intelligence and work/life balance. This will all depend on the mandate from the Executive (coachee)

If we look at executive coaching the process and outcomes will be as follows:

Executive coaching forms part of a strategic intervention. Before the process begins, the coach may meet with the client’s executive leadership to define the strategic context and to obtain a mandate for the coaching. If there is no high level involvement this aspect is bypassed. The coaching involves addressing a number of critical questions:

• What are the key business challenges facing the organization?
• What business goals are you trying to achieve?
• What core values best define a common framework for how business results are achieved in your organization.
• What leadership skills, knowledge, and abilities have been critical for success in your organization in the past? What is required in the future?
• How does your organization determine whether you have the leadership bench strength to compete effectively in the future?
• What is your organization’s strategy for developing future leaders? How do you evaluate the success of your approach?
• Once the strategic context has been mapped out, the actual executive coaching process can begin. From the point of view of the executive being coached, this is the personal component of the coaching process, where their own particular strengths and development needs are benchmarked against the leadership attributes needed to achieve the strategic goals of the business.

The main outcomes and focus of executive coaching would be to:

• Provide ongoing Leadership support
• Develop and create Leadership capacity – strong focus on Emotional Intelligence development
• Build Leadership capability
• Alignment to the Core ideology of the Organization

Identified MISSION CRITICAL Leadership competencies to be developed could also include:

• How to communicate a compelling vision to all direct reports – inspiring others allegiance to its fulfillment.
• Aligning the core ideology with the key business drivers and managing the execution of the operational and divisional plans.
• Espouses an appropriate set of core values and beliefs during adverse times and behave consistently in line with those values.
• How to create a climate conducive to an attitude of integrity, trust and professionalism.
• How to motivate staff to perceive their jobs as an avocation.
• How to help others and self to rise above self-limiting mindsets and constraints to make full use of capabilities.
• How to encourage an attitude of life-long learning to develop new skills that enable continued personal and career growth.
• How to effectively blend people into teams when needed and develop an appreciation for the value of the diversity that is generated by team co-operation.
• Focusing on interpersonal skills (What got you there is not what is keeping you there).

Our coaching framework:

             Basic premises inherent to our Coaching Paradigm:

• The Coach is not the expert (therefore not making a “hypotheses”) but is Curious and facilitates a Conversation with the coachee to maximize potential and performance aligned to the Coaching Mandate.
• Recognize individuals as part of a social System – individual behavior and performance is affected by and exist within socially constructed realities (which can be different for each person in each context).
• We believe to engage the people we coach and usually the relevant social group in transformational conversations and shared images of the future – conscious social construction of the best of the person’s contribution and performance to date and images of the client, realizing his / her fullest potential.
• We believe in creating powerful conversations to build agreement on coaching goals and support REAL change.
• Coaching seeks the best stories from others and individuals in the work social system about the past, present and imagined future (Success-modeling).
• Acknowledge and values multiple realities.
• The role of the coach is to help the client to see themselves more fully, appreciate behaviors or traits and develop multiple interpretations and possibilities for the most effective use of self.