Services
Executive & Leadership Coaching
Leadership Development
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Our leadership development work is in the context of what the team is doing.
For the team leader our approach is to pivot behaviour more towards setting direction, ensuring the team is set up appopriately to achieve what is required, and then coach the team as an observer within the system.
For team members, through the work being done, there is the opportunity to develop as a leader. This is done through recognising strengths and playing to these, building relationships, adding their voice in areas they may feel less comfortable in discussing and encouraging reflective learning. Our approach is to work in the context of what the team is doing so that the work is aligned to something bigger.
Transition
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Whether talking about onboarding, succession, promotion, career change, secondment or an overseas posting managing the transition is important.
Our work is twofold. Is the organisation transitioning people effectively such that the individual is meeting the higher expectations? Research suggests that up to 40% of role changes dont meet expectations. Our work is to improve the odds.
Individuals often find transition difficult – letting go of the old and dealing with the inevitable unsettling changes before demonstrating the rationale for the change in an accelerated way. Our work is to empathetically accelerate the transition process.
Effective Stakeholder Management
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Work is increasingly occuring across functions, geographical borders and legal entities.
Understanding who the stakeholders are in such a context seems significant to us. Whereas the work objectives may seem clear, getting different perspectives and bringing them into the mix is part and parcel of managing a project.
Understanding who the stakeholders are, understanding their needs and expectations and building partnerships can often be a neglected part of the work. Building relationships at all levels with stakeholders is a key skill and a vital part of the work teams need to do.
Our Approach
We see the team leader role – at whatever level – as setting the business direction for the team. Thereafter the role pivots to keeping an overview on progress and coaching the team itself, or individuals within the team, in the context of the real work and goals that the team is there to do and achieve.
We see your role as twofold. One is to ensure the team have the necessary resources to enable them to achieve the team goal. The second is to be the team coach to observe, support, challenge to build the leadership capacity and capability in the team.
Through our work together, we aim to enhance your leadership style into one that not only achieves results but also fosters an environment of growth and innovation.
How It Works?
Situational context
We want to understand the context for the work your team is doing. We want to understand the significance of the work, the expectations stakeholders have, the risks and rewards.
A tailored and joined-up development plan
We can then identify your hopes and fears and develop a programme that supports you in enabling the team to do what it needs to do.
Stakeholder feedback
We work together to identify who the likely stakeholders in this project are. Typically, we work out a way of getting feedback from individuals in the team, the team itself and those who are dependent on the team to achieve the project goals.
Our context for Executive and Leadership Coaching
Leadership as a Team Sport
The work is the context for coaching. Work is becoming increasingly team based with different skills and perspectives necessary to achieve the task. This may require a change in approach by the team leader. It also gives the team leader the opportunity to coach team members rather than manage them so that their development grows through the work itself.
Transitioning to a New (More Senior) Role
We accelerate transition to the different role through clarifying the new context, identifying the new skills and way of working required and letting go of old behaviours that may no longer be appropriate.
Effective stakeholder management
Leaders operate in a system where different expectations may exist amongst stakeholders. Part of the our coaching is to identify, involve and align these perspectives to maximise the impact of our work together and enhance sucess for the leader.