Executive 1:1 Coaching
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CONTENT
One-to-one coaching is an effective way to help business leaders and other key individuals in an organisation reach peak performance.
At its heart, it's about two people working together to reach an agreed performance outcome. To facilitate this the coach aims to acquire a deep understanding of what is required from the coaching interaction. Of course, there is the nitty gritty around schedules, pricing and logistics, but the coach and coachee will agree what is to be provided and where responsibilities lay. The pair will see to agree the methods used and the outcomes required. The result is a relationship. Trust and rapport. This is vital for the two people to achieve the desired outcomes, but let's not forget there is likely to be hard work, challenge and tough decisions along the way - for both parties. The features of the one-to-one coaching relationship include: - a highly confidential exchange of dialogue - a supportive environment to deal with issues - a focus on professional development needs - a focus on interpersonal development needs |
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STEP 1
First, we explore. The needs and wants of the client are integral to tailoring a specific coaching program that will capture anticipated benefits. Key to this discovery stage is accurately sketching out the resources, organisational support, ethics and deadlines that inform your expectations. Any conversation starts with the consideration of:
- Situation: the business context in which the need for coaching has arisen.
- Expectations: the anticipated outcomes and results of coaching coupled with an appreciation of the right timing.
- Style: the way the coach, client and other stakeholders will work together throughout the program.
First, we explore. The needs and wants of the client are integral to tailoring a specific coaching program that will capture anticipated benefits. Key to this discovery stage is accurately sketching out the resources, organisational support, ethics and deadlines that inform your expectations. Any conversation starts with the consideration of:
- Situation: the business context in which the need for coaching has arisen.
- Expectations: the anticipated outcomes and results of coaching coupled with an appreciation of the right timing.
- Style: the way the coach, client and other stakeholders will work together throughout the program.
STEP 2
Next, we define success. Coached change is even more impressive when we can recognise and measure it. Here, we establish the metrics of achievement on four different levels:
- Personal satisfaction
- Change in knowledge, skills and belief
- Changes in observed behaviour; and
- Business impact and return on investment
Our approach to data collection is necessarily bespoke as the demands of the client dictate just how success is defined. As a guide, formal assessments, structured interviews and personal development plans may be utilised as foundational tools for analysing progress.
Next, we define success. Coached change is even more impressive when we can recognise and measure it. Here, we establish the metrics of achievement on four different levels:
- Personal satisfaction
- Change in knowledge, skills and belief
- Changes in observed behaviour; and
- Business impact and return on investment
Our approach to data collection is necessarily bespoke as the demands of the client dictate just how success is defined. As a guide, formal assessments, structured interviews and personal development plans may be utilised as foundational tools for analysing progress.
STEP 3
Third, we strategise. Agreement on targeting certain behaviours and hitting particular milestones is vital. By establishing a results-oriented plan, we can chart the best course of action moving forward.
Third, we strategise. Agreement on targeting certain behaviours and hitting particular milestones is vital. By establishing a results-oriented plan, we can chart the best course of action moving forward.
STEP 4
At this point, we execute. Plans take on definite form as the path to change comes into sharp relief. With a range of skills-based and rehearsal coaching methods at our disposal, we are well equipped to guide you down that path, and nimble enough to change with you as your coaching needs evolve.
At this point, we execute. Plans take on definite form as the path to change comes into sharp relief. With a range of skills-based and rehearsal coaching methods at our disposal, we are well equipped to guide you down that path, and nimble enough to change with you as your coaching needs evolve.
STEP 5
Fifth, we calculate. This step is all about quantifying to confirm progress with respect to the very behaviours we targeted earlier on. Where are you now as opposed to before this whole experience began? This measuring takes the form of both objective observation and honest self-assessment.
Fifth, we calculate. This step is all about quantifying to confirm progress with respect to the very behaviours we targeted earlier on. Where are you now as opposed to before this whole experience began? This measuring takes the form of both objective observation and honest self-assessment.
STEP 6
At step 6, we assess. Whether you think in terms of Return on Investment (ROI) or Return on Expectations (ROE), it is critical that you can see the business implications of your coaching outcomes. Again, what success means to you will determine how best to evaluate it but productivity, satisfaction and instances of external recognition and praise are generally good yardsticks. What is key is that by this step, you can realise how far you've come.
At step 6, we assess. Whether you think in terms of Return on Investment (ROI) or Return on Expectations (ROE), it is critical that you can see the business implications of your coaching outcomes. Again, what success means to you will determine how best to evaluate it but productivity, satisfaction and instances of external recognition and praise are generally good yardsticks. What is key is that by this step, you can realise how far you've come.
STEP 7
Finally, we reinforce. The ultimate goal of our coaching is to provide you with precisely the right set of tools and behaviours to not only hold on to the benefits you've captured but build on them into the future. This involves a commitment to self-coaching methods and habits, with prospect of scheduled 'check-ups' later on to ensure you stay on track.
These seven steps provide a framework for a change and a proven, structured way to achieve it.
Finally, we reinforce. The ultimate goal of our coaching is to provide you with precisely the right set of tools and behaviours to not only hold on to the benefits you've captured but build on them into the future. This involves a commitment to self-coaching methods and habits, with prospect of scheduled 'check-ups' later on to ensure you stay on track.
These seven steps provide a framework for a change and a proven, structured way to achieve it.
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CONTENT
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How Collagis can help your organisation?
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Get in touch
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Chief Executive Officer
Paul Ventura
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Frequently Asked Questions
Why empowering employee through coaching?
When employees feel encouraged and supported by management they become motivated and empowered – in short, they become engaged. Coaching is particularly successful when used in conjunction with best practices such as goal setting and ongoing performance management. Coaching in a broader context like this enables personal development which creates a supportive work environment. In turn, this encourages loyalty, motivating employees to reach higher performance levels.
Using coaching sessions to highlight positive work practices, suggest areas of improvement and praise existing strengths, is a great opportunity to motivate employees and create a cohesive workforce striving together to achieve business goals. Rewarding development engages employees, making them feel valued and less likely to look for a new job.
Using coaching sessions to highlight positive work practices, suggest areas of improvement and praise existing strengths, is a great opportunity to motivate employees and create a cohesive workforce striving together to achieve business goals. Rewarding development engages employees, making them feel valued and less likely to look for a new job.
Question 1
Answer to question 1