Our team of experienced executive coaches from across the world, facilitate processes where clients discover real solutions to difficult leadership challenges. We offer One-on-One Coaching, International Telephone Coaching
and Coaching Circles (see details below)
to executive management.
Our approach is aligned with the University of Cape Town 's Centre for Coaching.
Our One-on-One Coaching Process:
- We use the Adfen E-Scale assessment process, based on the Enneagram model of human behaviour and self-awareness.
- Clients complete a questionnaire and are debriefed through a confidential written feedback report. The report reflects probable patterns of behavior in a wide range of contexts. The result is a clear map of strengths and specific areas for development.
- Clients gain an in-depth understanding of their own specific personal and interpersonal challenges. This provides a context for defining the desired outcomes of the coaching programme.
- Clear outcomes for the coaching programme are determined in consultation with the client.
- A specific individual developmental plan is co-created with the client to address development areas.
- The assigned coach has direct contact with the client once every two-weeks for a period of about 90 minutes.
- Progress towards achieving the outcomes is evaluated continually throughout the coaching programme.
- Clients manage their own progress with the support of their assigned coach.
(See last section of this page on our overall approach to coaching & people development)
Who can benefit?
Any leader in executive to middle management.
Outcomes you can expect:
- A clear insight into your specific structure of interpretation in relation to others.
- An in-depth understanding of your personal & interpersonal challenges in the leadership, team & personal contexts, including life/work balance.
- Increase in your ability to self-correct and self-generate ongoing development for long-term excellent performance.
Coaching Circles (developed by integral coach Charles Brassard and promoted by University of Cape Town 's Centre for Coaching) :
- This powerful process typically involves 5 to 7 people who are committed to learning together and supporting each other in tackling challenges of real importance to them.
- Under the guidance of an assigned Coach Facilitator, the circle members take turns in sharing their challenges and are then coached by colleagues in the circle.
- Each circle member has the benefit of being coached by a number of people in a relatively short time period. This promotes rapid learning and the opening up of many new possibilities for action.
- Circle members also learn effective coaching skills which they are able to apply in other situations.
Our Overall Approach to Coaching & People Development
The Overall Aims of our Coaching & Development Interventions:
- Long-term, excellent performance:
- Evidenced by the client meeting high objective (observable) standards in the context within which coaching takes place.
- Evidenced by clients being able to observe when they are performing well and when they are not. They are also able to make the necessary adjustments, independently of the coach, in order to constantly move towards higher performance levels. The client is thus not dependent on the coach in the long-term.
- Clients are aware that they can always improve and continually find ways to do so.
Important Coaching Principles:
Effective coaches work at developing client relationships typified by:
- Mutual respect;
- Mutual trust;
- Freedom of expression.
Effective coaching processes embody:
- Specific, agreed coaching outcomes.
- Continuously evaluating progress against the agreed coaching outcomes; and correcting the direction of the process, as necessary, to ensure that the coaching outcomes are being reached. This is based on a two-way feedback process.
- Two-Way Learning:
- Both client and coach are engaged in learning.
- Clients always operate in a Context:
- Clients' reality is that they are always operating from a specific context. We recognise that each is a unique individual with specific views, commitments, possibilities, and concerns and we adapt our coaching accordingly.
- “Coach-centred” approaches are limited:
- Processes dominated by coaches telling clients what to do to solve their problems have limited effectiveness. Such approaches create dependency on the coach, and can feel like manipulation from the clients' perspective. In general, we believe this is not conducive to achieving quality coaching outcomes.
- Our pre-dominant coaching style is to start from the premise that clients are able to solve their own problems, and our process is designed to facilitate this outcome.