Executive Coaching

Because executives taking up new roles are typically on a steep learning curve, we offer them support from expert coaches. Coaching is also on offer to executives already in post to help them deal with performance blocks, organisational issues, or simply for their professional or personal development.

Newly appointed executives and seasoned executives alike are often faced with the challenge of moulding separate individuals into a coherent high-performance team. The team coaching service provided by Career Navigation accelerates this process, enabling the team to perform more quickly at the level demanded by the business.

Individual coaching is offered in the main to top executives and senior managers, and team coaching to executives from the top to middle levels. In support of these individual and team development services we can offer a 360 degree feedback process that enables individuals to understand their personal impact and to identify development areas and action plans.

Our coaches come from widely differing backgrounds both in education and experience and are well versed in the realities of executive responsibility and organisational life.

Individual Executive Coaching

In role-transition coaching our executive coach will enable the executive to:

  • Come to grips with the dimensions and direction of the new role.
  • Identify and manage the critical tasks and relationships.
  • Identify and improve critical skills and know-how.
  • Maintain a life balance and handle the personal transition.

For executives who have a performance or a relationship difficulty, our coaches will enable them to:

  • Clarify and come to terms with the scope and roots of the issue.
  • Explore and select their options.
  • Adopt effective change or improvement strategies.
  • Plan and implement corrective actions.
  • Review and evaluate their progress.

Our coaches are skilled at enabling executives to resolve conflicts with others that are so damaging to the business. This involves:

  • Obtaining the involved parties’ commitment to improve the situation.
  • Helping them to share their thoughts and concerns.
  • Enabling them to agree new behaviours for working together effectively.
  • Assisting the parties to review and evaluate their progress.

Typically career development coaching will involve working with the executive to:

  • Take stock of their current situation.
  • Explore their career and life aspirations.
  • Examine repeating patterns that have brought them to their present situation.
  • Identify and select career and self-development options and opportunities.
  • Engage their organisation in support of their career plans.
  • Review and evaluate their progress.

Occasionally under today’s business pressures executives experience personal difficulties requiring confidential counselling. Career Navigations’ coaches are equipped to handle these requirements.

The Individual Executive 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 situation, the team dynamics and goals for the coaching, and agree dates for the coaching sessions.
  • We write up the proposal and send it to you for approval and confirm the dates and venue for the team coaching sessions.
  • We contact the executive leader and team members and give a briefing on the group coaching process. They also receive assessment questionnaires to be completed in electronic format and returned prior to the date of the first coaching session.

Team Development

A team may need to develop itself for a variety of reasons. It may be dissatisfied with its performance and need to channel the energy and skills of its members to greater effect. It may need to become a new team with a different agenda. Or it may be an entirely new team starting from scratch. Regardless of the reason, team coaching is one of the ingredients of truly effective teamwork.

Career Navigations’ executive team coaches are skilled in group dynamics and team development. Their role is to coach the leader, facilitate the structure and working of the team, and enable the team members to become their own coaches.

Team coaching consists of six one-day sessions, four spread over the initial 10 weeks and two thereafter, spaced at intervals of no less than one month. (Alternatively the sessions can be organised into three 2-day sessions.) The sessions have these primary themes:

  • Session 1. Introducing ourselves and some key concepts.
  • Session 2. Forming a real team.
  • Session 3. Setting an inspiring direction.
  • Session 4. Agreeing a structure and securing organisational support.
  • Session 5. Peer coaching and shared leadership.
  • Session 6. Putting it all into practice.

The Team Development 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 executive leader, their position and circumstances, their team and goals for the coaching, and agree dates for the coaching sessions.
  • We write up the brief and send it to you for approval and confirm the dates and venue for the team coaching sessions.
  • We contact the executive leader and team members and give a briefing on the group coaching process. They also receive 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 executive leader, the coach and the HR Director, or the executive’s immediate superior, 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.

The 360 Degree Feedback Service

Successful executives need to understand the impression they make on their seniors, their colleagues and their team members. But they seldom receive the honest feedback they need. As part of a coaching programme we can arrange and facilitate questionnaire-based feedback from co-workers and external stakeholders nominated by the executive. In a team-coaching programme the feedback-givers will be the members of the team.

The executive will receive a report consisting of written comments and recommendations and ratings on leadership behaviours and styles.

The 360 Degree Feedback Process

  • We agree the inclusion of the 360 degree feedback when setting up an individual or team coaching programme with the client.
  • We brief the executive on the process and request that he or she invites the nominated co-workers to take part within the next 10 days.
  • We distribute questionnaires and instructions via the internet to those nominated to give the executive feedback. The instructions request that the questionnaires should be completed and returned by email within five working days.
  • Alternatively paper versions of the questionnaire can be sent to the feedback-givers by the client’s HR department.
  • We code and analyse the returned questionnaires and prepare a report within five working days of receiving the last questionnaire.
  • The Career Navigation coach and the executive agree a feedback date.
  • We send the report to the executive and to the coach two or more days before the scheduled feedback date.
  • For individual coaching, the coach meets the executive to review and discuss the feedback report. Normally, this will be a two-hour session.
  • For team-building, a two-hour feedback session is scheduled into the coaching programme.
 
Career Navigation Consultants, Palmerston House, 80-86 Old Street, London, EC1V 9AZ
+44(0)845 643 7382    info@careernavigation.com
 
copyright     privacy policy