Executive Coaching

Our executive coaching courses are totally committed to helping your executive reach their goals. We recognise that many of your critical players and talented people will probably have been given the freedom to ‘get on with the job’. Whilst this freedom is essential, tremendous benefit is derived from the opportunity for appropriately challenging coaching support.

This investment will align your alumni together, to work towards your vision and strategic objectives. We will partner your executives with one of our highly skilled coaches and this partnership will serve to build confidence, competence and enhanced team cohesion.

Although executive coaching is becoming mainstream, many of the professionals we work with have never experienced professional external coaching before. We have a highly experienced group of executive coaches that use a raft of techniques, and will adopt an integrated approach which is person-centred. In other words we will integrate various coaching tools to meet the personal needs of your people.

The integrative coaching model explained
The integrative model is regularly used in executive coaching as a preferred way of working. There are many scholarly articles around this topic and one of the pioneers of coaching, Dr Jonathan Passmore describes the model as consisting of six streams that flow together.

The Aim
1 Developing the Coaching Partnership
  • To demonstrate unconditional positive regard for the coachee
  • To set out a non-possessive relationship where the coach will not advise or direct
  • For the coachee to gain a deeper understanding of self
  • For the coachee is harness a stronger motivation to act- For the coachee to improve his/her confidence and self esteem
2 Maintaining the Coaching Partnership
  • The coach to develop a deeper awareness of the coachee
  • For the coachee to start to adapt behaviour
  • For the coachee to continue to gain a deeper understanding of self
  • Coachee to demonstrate effective behaviour during coaching sessions
3 Behavioural Focus
  • For coachee to deepen problem solving abilities
  • For coachee to plan conscious changes in behaviour
  • To plan action and set objectives
  • Assessment of outcomes
4 Conscious Cognition
  • For coachee to deepen understanding of relationships
  • For coachee to recognise gaps between thoughts, behaviours and beliefs
  • For coach to challenge irrational thoughts or limiting internal dialogue
5 Unconscious Cognition
  • For coachee to deepen awareness of self
  • For coach to draw out unconscious thought and motivation into consciousness
6 Systemic
  • For coachee to deepen awareness of connections, relationships and environment in which he/she operates

The importance of the coaching partnership

Before coaching can begin, the coach and executive need to build an authentic working relationship. The potentially close and affirming relationship of coaching demands mutual respect and trust. To create this, our coaches must and will invest fully in the relationship.

During the first and possibly the second coaching session the coachee is likely to be evaluating the coach. Questions such as “Do I trust and like this coach? Do I value the service being offered to me? Will I be judged?” will need to be answered. The coaching partnership starts with an initial session where coach and coachee meet one another for the first time and the coachee gets the chance to ‘tell their story’. You can read more on our FAQs page. Careful scoping of desired outcomes along with a working agreement is forged. In all cases our coaches will work to stringent ethical standards and will be

– Totally committed to helping your executive achieve their desired goals
– A powerful supporter and appropriate challenger
– Non-judgemental  and discreet – all sessions are confidential unless illegal activity is disclose
– An active encourager

Coaching is not consulting or advice, and our coaches will not be directing your people to take a particular course of action. We work from a position where we believe your people have the capacity and resources to find the answers within themselves, or know where to go to find out. The role of the coach is to act as a conduit, helping the coachee along a path until they discover this solution for themselves. This ability to maintain a non-possessive relationship means your executives are free to explore their own thinking.

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