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Executive Coaching and Individual Development

The use of coaching in organisations has increased significantly in the last few years.

In 2003/2004, the Chartered Institute of Personnel and Development (www.cipd.co.uk) conducted a postal survey of businesses across the UK and found that coaching was considered to be an extremely effective business tool. In addition, an overwhelming proportion of respondents (over 90%) believed that coaching was an effective mechanism for promoting learning in organisations and 99% of respondents agreed that coaching strengthens the learning benefit from training courses and ensures that this learning is applied in the workplace.

According to the Institute of Directors (www.IOD.com) further benefits of coaching in organizations are:

•  Increased commitment from directors and senior managers
•  Retention of key people who feel valued
•  A more creative outlook
•  Improved management of staff

Additionally, coaching can provide a tremendous motivational spurt for employees. The opportunity to concentrate on their own issues and goals, and the ability to make fast and continuous progress gives an enormous boost of energy, which is directly reflected in both personal and working life.

We can provide executive and management coaching and have particular experience in cross cultural aspects, for instance where differences in behaviour, traditions and business conduct causes issues that impact on working relationships. The coaching environment is an open one, where the client is encouraged to look at situations in different ways and to reflect on their own behaviours and performance. Our method is action orientated, so that in each session the client will identify their goals and formulate an action plan. Psychometric testing and 360 degree feedback may be used to provide additional information for the client and coach to work with.

Coaching examples have included:

• Work life balance
• Evaluation of strategic options
• Management issues with team member
• Time management
• Career direction
• Performance of staff
• Cultural differences