‘Leadership is the ability to get extraordinary achievement from ordinary people’.
Brian Tracy

We provide bespoke packages tailored to your needs:

Initial exploration

Leadership coaching starts with an initial introduction where the coachee and the coach meet. Sometimes a third-party has initiated the process and arranged this first introduction. In this initial meeting, it becomes clear whether the coachee and coach can work together. The coachee-coach relationship is a precondition for any successful coaching. Key elements here include respect, trust and alignment of approach. The coachee needs to feel comfortable and have trust in the professionalism and credibility of the coach. Initial situations, context, circumstances are briefly explored and agreement is reached on what may be intended outcomes or goal(s). Often the goals agreed upon are fine-tuned, or even changed, as coaching progresses. Coaching programmes are discussed: highly bespoke in terms of duration, frequency of touchpoints, coaching methods and approach. Like the coachee, each coaching programme is unique.

Reflection

A core element of coaching is reflection: with encouragement and guidance from the coach, the coachee reflects on any of a wide range of aspects that are meaningful or relevant to them: their past, their personal traits, their motivations, their skills, development needs, desires, goals and aspirations, their worries, concerns and challenges. Reflection helps the coachee to construct meaning, gain understanding, find clarification and reframe interpretation. This reflection is linked to future-oriented outcomes: learning, clarity of purpose, improved insight, new behaviours, acquisition of relevant skills.

Setting exercises

Coaching may include exercises, ranging from short tasks to more intricate activities that take more time. Exercises are always introduced with a goal in mind; one exercise may help people become more aware of their current style or their impact, and another exercise may demonstrate a new approach that the coachee had not experienced yet. Talk to us for more information on examples.

Psychometric assessment

We are highly trained and qualified in the use of psychometric assessment tools. Often, these are questionnaires that measure a certain aspect of the person (or a group). Psychometrics may assess personality aspects, styles of communication, individual preferences, inclinations or tendencies, or emotional intelligence. There are some psychometric tools that give an indication of a person’s likely level of competence in certain areas, for instance related to leadership. Importantly, we only use tools that have undergone rigorous validation research and have ben reviewed and registered with professional bodies like the British Psychological Society.

Engaging in leadership coaching adds significant value to your organisation. Improving effectiveness of the leader enhances team dynamics, engages staff in their own personal development, and increases overall performance of the organisation.