Coaching – Objectives, Tools and Approaches
Coaching objectives
The overall objective of the coaching process is to enable a leader to build greater awareness and motivation in order to develop and deploy more effective leadership approaches and behaviours which in turn will result in greater team performance and help the leader flourish in their role.
Successful coaching builds on two key foundations.
Greater client awareness:
Of their own innate strengths and talents; not just their successful learned behaviours.
Of their own beliefs and drivers which implicitly influence their behaviour as a leader.
Of how their leadership is seen by people around them.
Greater motivation to change:
Requires client self-confidence in their ability to develop successful new leadership approaches & resilience to setbacks.
Confidence of strong support from their manager and the wider organisation
My coaching program builds on these foundations to help clients develop sustainable changes to their leadership approach which result in lasting performance improvement.
Tools & approaches
Taking these fundamentals, I use specific tools and approaches to deliver sustainable coaching outcomes.
Clear and aligned goals
Establishing a coaching framework around the question ‘What does success look like?’
Strengths insights
Developing a deeper and more profound understanding of innate strengths and talents.
360 Feedback
Conducted through a series of individual telephone interviews to gather rich, nuanced insights.
Introspection
Helping clients gain insights into the underlying drivers of their learned behaviours.
Development planning, review and reflection
Developing a clear pathway from insights to action, integrating with existing HR systems.
Coach mentoring
Conversations to challenge a client’s proposals and offer fresh insights that help develop the client’s thinking.
Manager engagement and alignment
Starting and finishing the program with a three-way meeting between the coach, the client and their manager.
Organisational support
Working with the client’s Talent Manager or other appropriate HR professional in the development planning discussion and close-out review.
Assessment and evaluation
A brief series of follow up 360 interviews are often useful to provide feedback and identify areas for further development.
Explore Coaching
Arrange a call today.