Leadership development requires a consideration both of the person and the person in context. Our executive coaching programme takes into account the need for a dual focus on the personal(e.g., awareness, self-insight & understanding; motivation & aspirations; functional and leadership knowledge and practices) and the social realities (e.g., the business that they are part of, the organisational system and structures that they are embedded within, support networks, roles and processes, etc.).
The way we see it, to lead is a combination of the need to inspire, to provide direction and to govern. Leadership is relational – you cannot lead in isolation. The coaching conversation takes into account all the levels of your required engagement – from the deeply personal through to the broadly organisational and social context. We find that the coaching conversation often straddles operational delivery right through to the strategic positioning of the leader’s business.
Given that leadership effectiveness is directly linked and related to the executive team and broader organisation which is being lead, our executive coaching programmes include working with the leader & his/her team.
This means that coaching takes place on-site, in-situ, working with person-in-situation dynamics. In keeping with the Pygmalion effect, the coaching process is based on the power of the self fulfilling expectations and a consideration of how leader (and coach!) behaviour has an impact on the self perceptions and behaviour of others. “How we believe the world is and what we honestly think it can become have powerful effects on how things turn out” (James Rhem, executive editor for the online National Teaching and Learning Forum).
Each executive coaching programme is tailored to the specific needs of the leader and client organisation. This often means integrating the programme focus with the desired criteria, attributes or competencies that form the basis of our client’s own Leadership Model/framework and desired Leadership Practices. We have worked with various organisations that often have very specific desired leadership competencies and/or behaviours that have been identified as imperative the business. This has required us to develop a coaching programme (in terms of intent and content regarding specific skills training materials as well as assessment tools, etc.) that is well aligned with the desired leadership practices and related behavioural science model/theory.
The coaching programme also takes into account the unique requirements of the individual who enters into the programme, based on their own needs, interests, personality profile, and development plans relating to current job and future career aspirations.