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Coaching & Leadership Development

Leadership Presentation

Positive coaching philosophy supports leaders in achieving the results that are important their organizations.  Coaching draws out the client’s expertise through inquiry, curiosity and challenges.  Coaching strengthens leaders in their roles through a process of intense reflection, feedback and development to his/her personal, leadership and organizational goals. This is supported by a number of self-observation exercises and behavioural practices. 

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Given the necessary motivation from the coachee, the coaching process often results in:

  • developing the self-confidence of the leader and maximizing his/her “leadership presence”

  • the ability to inspire and motivate followers which creates loyalty and commitment

  • the development of emotional intelligence, self-awareness, self-mastery and relationship building

  • improved interpersonal skills – including, influencing, motivating, feedback and resolving conflict

  • expanding networks, collaboration and business development

  • an increased capacity to obtain real “buy-in” from stakeholders

  • better aligned, more productive and innovative teams

  • improved life-work balance and health

  

Coaching method

 

The method which is used includes:

 

  • Determining the client’s commitment to the coaching process: to solicit feedback, analyse and explore feedback, work to develop more effective behaviours, involve stakeholders to support desired changes, and measure the results of the behaviour change effort.

  • Involve significant stakeholders in a comprehensive assessment of the client’s current level of performance.

  • Identify the development areas of the candidate and design a comprehensive development plan for the client.

  • Conduct weekly coaching sessions with the client to facilitate reflection and change.

  • Involve the client in a number of developmental activities between the coaching sessions.

  • Involving others in public dialoguing sessions with the client.

  • Provide process feedback to the organization on the progress of the client.

  • Re-assess the client at the end of the process.

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