Stay on Track
Today’s high-performing organisations need leaders and leadership teams who can set clear and inspiring objectives – and achieve them.
Our approach is to build on the existing strengths of an individual or a leadership group, helping them to agree where there are gaps, and work to bridge them. Whether you choose short-term interventions or a longer programme of corporate leadership growth, our consultants bring credibility at all levels of your organisation.
The Self-Aware Leader
Self-awareness is one of the most important qualities for leadership effectiveness. We really enjoy coaching leaders to raise their awareness of themselves and their style of leadership.
We use tools to help with this: psychometric testing, 360 degree feedback and a range of reflective activities that suit different people and their preferences.
The power of coaching is that leaders can explore issues candidly in a safe, confidential environment with someone outside of their organisation. Regular sessions mean they can practise different approaches and reflect on what works well, building personal insight and confidence along the way
How does the coaching work?
A: We usually suggest 4-6 monthly sessions of 90 mins each. Sometimes coaching goes on for a longer period. The content of the sessions is confidential and we encourage individuals to find a suitable environment, away from distractions. We facilitate exploration of issues facing individuals and help them choose actions to help move forward.
What are the typical coaching issues?
A: Topics that arise frequently for leaders include: developing personal leadership skills; managing conflict; embedding culture change; prioritising and managing stress; planning next career steps.
What experience do you have of coaching senior leaders?
A: We are all qualified coaches, each with over 10 years’ experience of coaching managers and leaders from a range of sectors and institutions. Examples include:
Members of Senior Management Teams in Local Authorities, Housing Associations and Fire Services; University Heads of Department; elected Members.
How do you help an organisation evaluate the success of the coaching?
A: We recognise the business context for coaching and the importance of ensuring a return on investment. To this end, we agree overall objectives at the outset, ideally involving the sponsor of the coaching (for example, the line manager) and review against these throughout and particularly at the end, involving the sponsor in summarising the learning and impact of the coaching.