Introducing
EXECUTIVE COACHING
UNDERSTANDING YOUR NEEDS
Coach and client would have a chemistry meeting and then decide how often to meet. In between the client would communicate as much as they needed by telephone or email. The sessions can be out of office hours if necessary.
Prior to the coaching sessions, the client would meet the coach for an hour to agree on their objectives and to establish how they would work together. The coach could also meet with your Line Manager to confirm the organisation’s objectives if that is appropriate. A further three-way meeting to review achievements at the end of our coaching relationship can also be useful.
CREATING MEASURES OF SUCCESS
At People Vision, we only provide coaching that improves the individual’s productivity and the business. At the beginning of each assignment, we ensure that the employee provides clear deliverables so that they know what the sessions’ aim is and what we are all working towards.
COACH MATCHING
It is imperative that we match the coach to the individual, this happens by the coachee being offered a number of profiles from which they may choose the one that they fit best. After this they meet the coach for a chemistry meeting and move forward from there.
Location
The sessions can occur at a mutual location or at the workplace of the individual.
Skills, Personalities and Values
Different coaches bring different skills, personalities, and values, all of which will influence us in deciding which profile to give the individual.
Sector Experience
We have coaches who have experience working in large corporations at one end to small entrepreneurial businesses. They come with experience from sectors such as FMCG, Health and hospitality.
Desired Outcomes
It is imperative for the organisation, the coach and most importantly the individual understand what is expected from the process. Some coaches may not be suitable to discuss certain topics and this needs to be explored sooner rather than later.
COACHING EXPERIENCE
Analysis Tools
We can use a number of tools and methodologies. These tools allow the coach to benchmark the individual’s behavior to achieve change and action, build choice, and undergo transformation.
Our coaches can help individuals identify, focus on, and achieve the things that are important to them.
In a series of conversations, they will explore:
• The individual’s vision, goals and objectives.
• The individual’s current situation and where you want to make changes.
• The options open to the individual to make those changes.
• The actions the individual wants to take to make the change.
• The individual’s experience and learning from taking action
In tackling these areas, we will also help the individual to be more:
• Aware of themselves and their impact on others.
• Willing to take responsibility for and able to respond to their situation.
• Outcome-focused and able to learn from their own, and others’ experience.
• Self-motivated.
Rapport / Quality of Relationship
The coach will build the relationship by:
• Listening and giving them their full attention.
• Asking questions through which they can explore their situation.
• Helping them set well-formed outcomes and goals.
• Generating options and asking them to commit to specific actions.
• Reviewing their performance and their learning from undertaking those actions.
• Supporting and challenging their beliefs about themselves and the world.
• Acting as a sounding board. • Interpreting with them any profiles or feedback from third parties the coach agrees are relevant.
• Making suggestions where appropriate.
• Identifying and mobilising appropriate resources.
• Sharing their own knowledge and experience.
COACHING EXPERIENCE
Peers, Managers and Subordinates
All stakeholders may be willing to give some feedback to the individual on how they havechanged or improved through the experience. We hope that this feedback is honest andconstructive so that the individual may continue to grow and develop beyond thecoaching investment.
Intangible and Tangible Benefits
In a study by Chumento and Personnel today it showed that only 13% oforganisations studied would be evaluating their return on investment forcoaching.
Methods we suggest are:
• Participant feedback is the most popular method.
• Appraisals
• Feedback forms from coaches.
• Employee engagement surveys.
work with
PEOPLE VISION
People Vision excels at matching coaches to coachees by prioritising personalised connections and ensuring the best possible fit. We believe that the right chemistry between a coach and coachee is crucial for a successful coaching relationship. That’s why we are happy to introduce the coacheeto at least two potential coaches, allowing them to choose the one they feel most comfortable with.