How we can help you
We can help you build organisational capability through:
The Situation
- The executive is required to lead the organization through great change
- The adoption of a new business strategy, or the appointment of a new CEO
- The onset of a major change process, M&A or restructuring exercise
The Role of the Coach
- The coach acts as a “sounding board”, helping the leader to anticipate, understand and respond to major changes that affect the business
- The focus is on helping the leader think through and take action on real business issues, as well as on the development of their own leadership skills or competencies
- To complement other professional service support, such as strategy and process consulting, by enabling the leader to interpret, digest and integrate a number of initiatives, and move towards action
- Encourage and support the leader to think – providing the time and space for personal reflection
Business Benefits
- Greater capacity for new ideas and fresh thinking
- Improved decision-making and execution
- Leaders feeling more in control over events
What to Expect
- 12 hours of face-to-face meetings, over a period of 6-12 months
- Ongoing phone and email support
- Written coaching exercises and reading relating to defining stakeholder needs, organizational networks, change scenarios, execution strategy, etc.
Getting Started
- Strategic business coaching will normally be sponsored at the Board level, or via the corporate headquarters of an international company
Key Measures
- Largely subjective perception of the leader based on the quality of the overall relationship with the coach
The Definition
- To enable the leader to achieve success, however the individual defines this, by developing a realistic understanding of where they are and by creating momentum towards where they would like to be
The Situation
- The leader needs to deliver significantly greater business results
- The leader needs to enhance aspects of their leadership style or capability
- The leader needs to close the gaps identified through a feedback process (such as 360 assessment, performance review, assessment center results and other employee research)
- The executive is newly promoted to the leadership role
- The leader is confronting issues of work/life balance, or is reflecting on their underlying values and motivation
Business Benefits
- More effective, motivated and personally satisfied leaders focusing on results.
- More chance of success and focus for newly promoted leaders
- Investment in people is protected by supporting and ensuring the leader’s success
What to Expect
- 3-5 hours of face-to-face meetings over an initial period of 3 -6 months
- Frequent telephone and email contact
- Scoping and goal definition with the key sponsor
- Use of a Coaching work book and a program of reading
- Possible use of a verbal 360, psychometrics or other forms of research
Getting Started
- The need for executive coaching may be highlighted via the performance management system, a 360 report, succession planning activity or the appointment/promotion of a new leader
- The line manager, or coaching sponsor, needs to ensure the full commitment of the executive to the coaching process
- This is usually done by stressing the positive development aspects of coaching, and highlighting the investment that is being made in the individual and their success
- The executive, or coachee, needs to be provided with a choice or appropriately experienced coaches – An area in which CCP has unrivalled capabilities
- After an informal meeting with their preferred choice, the coaching can begin
- CCP can provide communications support during this process, by providing for example, guidelines to coachees on how to select a coach
KeyMeasures
- Measurable changes to leadership effectiveness and/or observable differences in behaviour
Based on our direct involvement of introducing coaching into more than twenty companies, we have developed a set of tailored coaching services to meet a variety of needs