Retain and develop leaders

The Executive Coaching Centre (EEC) provides a complete leadership development process that includes the following:

1. Set the context

This first meeting involves establishing the broader context in which the leadership development will take place. What is the agenda of the organisation and what are challenges facing both the organisation and the individuals? This phase also clarifies the scope and size of the project.

  • Strategic thinking and planning
  • Developing and communicating a vision
  • Effective organisation structuring
  • Performance measurement for organisations, departments and individuals
  • Change management
  • Dealing with difficult people
  • Motivation and rewards
  • Getting the right people and keeping them

2. Build rapport

This client meeting provides an opportunity to begin the process of establishing a relationship in a comfortable relaxed manner with the full range of individuals that will be involved in the programme. During this meeting information about the leadership development process including its benefits is provided.

3. Assess the needs

This process uses carefully selected assessment tools to develop an understanding of the development needs of the client. There is a range of psychometric instruments that might be used for this process. The Executive Coaching Centre can provide tailor made 360-degree leadership evaluations, or our Emotional Intelligence Evaluation system as well as a wide range of other measures.

We also recommend the use of the NEO Professional Development Report, which is a well-researched product, which provides information about the individuals' strengths and development areas. In addition, an in-depth interview is conducted that explores each participant's career, goals, values and attitudes to provide valuable information that allows ECC to provide guidance and challenge to clients in the leadership programme.

4. Team training

A highly tailored classroom training programme is specifically developed to meet your needs. This may include:

  • Strategic thinking and planning
  • Developing and communicating a vision
  • Effective organisation structuring
  • Performance measurement for organisations, departments and individuals
  • Change management
  • Dealing with difficult people
  • Motivation and rewards
  • Getting the right people and keeping them

5. Individual coaching

Coaching greatly assists with individual development needs not covered in the team training. Coaching sessions often begin with a discussion of the goals to be achieved. Feedback about what has been achieved in the previous week will also usually be discussed at the beginning. Throughout the coaching the client is the focus of the coaching. The sessions may centre on the beliefs, knowledge, attitudes and values that the individual has and how these might affect their performance. Goals will be specific, measurable, achievable, relevant and time limited.

Some of the goals may be long term whereas others will have a shorter time frame. Once the goals have been established an action plan is created to achieve the goals. Typically leadership coaching will cover the soft issues such as creating an effective and motivated team and the hard issues such as achieving targets and dealing with performance problems. The coach will be responsible for providing relevant readings and exercises to facilitate the achievement of the goals.

6. Programme evaluation

The Executive Coaching Centre will undertake a comprehensive evaluation as part of the programme and this would include:

  • The level of satisfaction of the clients and their managers with the programme overall
  • The level of satisfaction with the classroom training and coaching
  • The level of knowledge gained during the programme
  • The degree of application of the learned skills to the workplace
  • The impact the programme has had on productivity, effectiveness and profit of the organisation

Evaluation results

The graph shows the results of a series of Executive Coaching Centre leadership development programmes.

Testimonials

 

The ACT based coaching workshop was brilliant.  I came away with a clear understanding of the ideas behind ACT and the ability to apply ACT within my coaching practice.  Thanks to the variety of exercises and ideas communicated on how to apply ACT I also feel confident that I will be able to help my clients identify the method and approach that is most likely to work for them.  The many opportunities to implement what we were learning during the workshop were great.  I will be highly recommending this course to others.

Dr Paul Wood
Founder and director of Switch Coaching & Consulting

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Ask Dr. Iain McCormick - Executive Coach
 

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