Executive Coaching

The Coach and Client in a Coaching Conversation

Coaching is effectively used as one of a range of learning activities when a client (coachee) has potential that can best be developed through a focused relationship with the coach. Mentoring is a relationship in which one person (the mentor), usually someone more experienced and often more senior helps another (the mentee) to discover more about his or her personal qualities. In coaching the client is responsible for his or her own achievments and successes. The coach does not promise that the client will take any specific action or attain the set goals and objectives. The signing of the coaching agreement agreement(s) by the coach, the client and the sponsoring organisation constitues an acceptance by the client and

Our Coaching Implementation Process covers a number of aspects, amongst others

  • Coaching Proposition: The acquisition of the coaching clients. The decision to introduce coaching as development intervention in an organisation is a strategic move. The strategic objectives must be understood and embraced by all the management and leadership.
  • Contracting, Coaching Intake, Bonding, and Rapport (Chemistry Session): The coaching intake is one of the key aspects of the coaching program.
  • The Actual Coaching Session: The earlier coaching sessions are dedicated to the client’s understanding of the coaching journey, formulation of the coaching theme, the coaching goals, and objectives. This is referred to as coaching development contracting as it focuses on the actual work that the coach and the client are going to be doing throughout the coaching program.
  • Coaching Session Details: The coach is responsible for capturing the biographic data and the session details. Record keeping is very important in coaching. That includes basic information like the session number, date, time, venue, etc. The session starts with the checking-in through the coaching conversation and ends with the checking-out.
  • Checking-Out/Reflections: This serves as the evaluation or reflection on the session, and looking forward. We jointly share the confirmations, takeaways, new insights, our commitment to action until the next session, and commitment to the next session date.
Post Session Reviews: Our coaches are expected to review their own performance and observations at the end of each coaching session, prepare feedback for the client, and update the client portfolio. We look at the following points
  • How the coaching session conversation themes related to the coaching programme topic, goals and objectives.
  • The observations made from the current state of being of the client.
  • The client’s level of awareness brought up by the coaching session.
  • New practices and actions that the client commits to underttake.
  • The next actions from the session, to be undertaken by the client.
  • Review of the coaching approach used, including the tools, metaphors, examples, models, and case studies referred to during the session.

Coaching Program Checklist: All our coaching programmes and interventions are evaluated against the following checklist

  • Coaching Subject/Topic: What kind of a coaching program are embarking on?
  • Coaching Goal: Will we define the achievement as end goal or work in progress goal?
  • Coaching Objectives: What are the objectives suporting the coaching goal? That is, having achieved the coaching goal, what will that mean to the client and the sponsoring organisation.
  • Performance Indicators: How will we know when we have achieved the coaching objectives?
  • Measurement: How measurable is the goal. We follow the SMART goal setting model.
  • Control: To what extent can we control or guarantee the achievement of the coaching goal and objectives? What sort of things won’t we have control over?
  • Effect: Do we feel that the desire to achieving the goal will stretch or break the client?
  • Milestones: What are the milestones or key points on the way to achieving the goal?
  • Target Date: When do we expect to have achieved the coaching goal?
  • Stakeholders: Whoelse is involved and what effect could they have on the situation?
  • Interventions to Date: What has been done to date, and what results were achieved?

Our Coaching Areas (Fields): We cover, amongst others, the following areas in our coaching program

  • Executive Business Coaching (individuals and teams)
  • Management and Leadership Coaching (individuals and teams)
  • Personal Development Coaching (individuals)
  • Entrepreneurship Development Coaching (individuals)
  • Youth Development Coaching (individuals and teams)

Broad Coaching Benefits: Coaching is now integrated in the human capital development processes than before. It is no longer exclusive to the C-suite. It delivers, amongst others, the following broad benefits

  • Greater comprehension of development objectives
  • More focused development and growth
  • Increased sense of safety while learning
  • Higher productivity and evaluations
  • More possibilities for advancement
  • Greater cultural awareness
  • More education and career resilience
  • increased visibility among stakeholders
  • Greater teamwork and participation
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