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The Chairman and Chief Executive form the most critical team in the business: together their impact is inestimably greater than the sum of their separate individual parts. An excellent working relationship between the two generates confidence in their stewardship; a strained relationship creates doubt and diverts people’s energies away from the task.

An effective Chair-CEO relationship is characterised by roles that are balanced and mutually supporting, by trust and respect, and by a great tolerance for healthy debate. Each member of the pair plays to his/her strengths while together they ensure that the organisation is strong, adaptable and responsive to environmental threats and opportunities. Theirs is a partnership in power.

Brooklands’ executive psychologists are seasoned business psychologists; we can also source experienced specialists in strategy development, logistics and other disciplines.

The Value of Coaching

  • Chairman-CEO coaching is clearly beneficial
  • When one or both are new in post.
  • As part of the ongoing review and rejuvenation of the corporate leadership.
  • In a turbulent environment when the way forward isn’t entirely clear, when established practices and roles need to be questioned, and when the corporate strategy must be rethought.
  • When there are interpersonal issues and strains in the partnership.
  • When something is missing in the leadership of the organisation.

A typical coaching programme consists of four or five two-hour sessions, typically spaced over eight to twelve weeks. The format is not prescribed but is determined by participants’ goals and needs. The initial session typically focuses on exploring the relationship, clarifying the issues, and setting goals for the coaching. The last session concentrates on evaluating progress and planning future actions.

The Chairman-CEO Coaching Process

  • We aim to be in your office within 48 hours of your call to take the brief.
  • At that meeting we take your brief on the individuals, their circumstances, and the goals for coaching. And we agree the duration and frequency of the coaching sessions.
  • We write up the brief and send it to you for approval and agree the dates and venue for the coaching sessions.
  • We contact the Chairman and CEO and give a briefing on the coaching process. They also receive personal assessment questionnaires to be completed in electronic format and returned prior to the date of the first coaching session.
  • At the end of the first block of sessions the two principals, the coach and the HR Director meet to review progress and agree any further coaching and development actions.
  • If further coaching is agreed, then this meeting will be repeated when the coaching reaches its conclusion.
  
 
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