Executive Coaching

Luke MinshallDirector

Approach

One-on-one development process. Contract between coach and a leadership

and/or professional level client. Set goals that help achieve enhanced

personal and organisational performance. Helps client become more self-aware

through use of ACTION learning methods.

What does coaching do?

Therapy Zone Developmental Zone

Counselling Coaching Mentoring

Personal problem Solving

Personal Competencies and Behaviour Change

Skills KnowledgeCareer

Experience

Aims

Skill development: interpersonal or self management skill

Performance improvement: problematic behavior and new challenges

Career Development: competencies needed for the future

When Coaching is Appropriate

Steep learning curve Performance will make an important

difference to the employer Relevant learning issues in the “people

skills” area Part of formal succession planning

programs In conjunction with executive

development programs

How a Coach can help

Focus attention Improve self-discipline Validate data Share new ideas Support the learning

process

When Not to use a Coach

By consensus: person should leave organisation

Person is in wrong job Success in position based

on business factors beyond person’s control

Poorly designed organisational structure

Significant personal problems

Career decision issue best handled by career counsellor

Person doesn’t want one

Process

Contracting

Initial Goal Setting

Assessment

Action Planning/Learning

Evaluation

HR Role

Manage overall coaching programme Support start of new coaching

assignments Support coaching during and at the

end or at transition

Client’s Role

Ground rules and trust Taking responsibility Business relationship Time commitments Responsibilities to boss and HR

Boss’s Role

Creating case for change Defining success Authorising the coaching Identifying performance expectations Assessing how well changes are going

Coach’s Role

Structuring coaching process Communicating with org sponsors Setting boundaries for coaching

assignment Evaluating impact of coaching Know when to discontinue coaching

Present Discomfort

You must have a need for something to be different.

Internalisation of Responsibility

You must realise change is your job, and not the work of others.

Emotional Security

This can have different meanings at different stages of development, but generally includes safety, identity, attachments, trust in others etc.

Efficacy

You have the power and ability to influence outcomes.

Preferred Alternative Future

You must hope for a different future that is worth working for.

Coaching for Change

What outcomes do you want from your coaching programme?