Executive Coaching is the ‘go to’ support for Senior Leaders who are facing increasingly complex roles and priorities in ever more uncertain and challenging times.

Strategy development and implementation; communicating and delivering the vision; improving leadership judgement; building stronger executive presence are key to effectively manage the Board, lead senior teams and develop aspiring leaders.

Leaders are looking to change their behaviour, increase their own self-awareness, improve their levels of emotional intelligence. In service of inspiring, motivating and influencing their teams with the aim to have a positive impact on the organisational culture gradually the notion that they need to change is sinking in. 

In parallel with Executive and Leadership Coaching for Senior Leadership it is essential to engage the senior, high performing teams in a development programme. Key themes: break down silos, improve working relationships, imbed both vision and strategy and crucially ace communications.

Goals to include improving key leadership competencies and strategic awareness so as to create rapid, sustainable growth and a healthy structure or system. Results include a more organised, effective approach, increased delegation, empowerment and engagement, alignment with both strategy and key objectives important to the organisation.

And that absolutely can’t function well without – TRUST. Knowing yourself, your people, your stakeholders, your clients gives a significant competitive edge and boosts the bottom line.

Development Coaching includes improvement of interpersonal and organisational skills and team effectiveness. Bespoke programmes for managers experienced and aspiring; high potential fast trackers and specialists who have been recently promoted or need to upskill at speed to be fit for more complex workload, manage diverse, virtual teams.

Favourite aspects to work on: behaviour change; effective planning; managing time and priorities; organisational skills. All those soft skills which people get hired on. Communication using the richness from behavioural preference profile reports. The ‘how to step into’ techniques to design leadership styles that work. How to spot talent, develop it and plan for succession – in other words to retain talent and create a pool rich with potential.

Career Development and Progression: this process involves creating a balance between challenge and support, providing clarity during a change process to create behavioural and attitudinal change that sticks. The Professional Development Plan is a great way to focus on the future and how to get there. Identifying gaps in experience, where skills and competencies need developing or honing.