Executive Coaching – Objectives
Coaching for High Performance Leadership Behaviours HPB™
- Strategic Thinking
- Engaging Talent
- Inspiring teams
- Achieving excellence
Leadership
Leadership competencies aligned to the strategic direction of the organisation
Coaching to build aligned collaborative and systemic leadership teams, vs, functional leaders
At the Organisation Culture Building level:
- Emotional Management
- Resilience
- Compassion
- Adaptability
- Agility
Setting Success Measures – Environment, Behavior, Performance Framework (EBP)
Creative Startegy
- Gathering Intelligence
- Generating Ideas
- Accelerating Innovation
Engaging Talent
- Establishing Trust
- Fostering Collaboration
- Developing Talent
Inspiring People
- Influencing People
- Building Confidence
- Communicating Effectively
Achieving Excellence
- Implementing Change
- Improving Performance
- Winning Customers
Whole person process for coaching
- Business strategy
- Leadership Competencies needed
- Assessment of leaders on those competencies (tools plus manager feedback)
- Competencies that the leader needs to be developed on
Client Goal / Vision / Aspiration
Outlook Self awareness Biases
Current situation personal
Innate nature Leadership preferences
Client Goal / Vision / Aspiration
Current situation Organisation
EI profile
Current relations Manager, team, Peers
Coaching Process
- The recommended time for a coaching engagement is 12 months. This can be finalised based on final scope.
- The coaching sessions normally last between 1 hour to 1.5 hours
- For the duration of the engagement the coach and the leader can also connect for brief telephonic convers
InspireOne Coaches
Business experience as CEOs running businesses/ relevant business experience
Extensive experience and high preference for developing people
Experience of driving cross functional teams for high performance
Experience and certification around the self-insight tools
Significant experience around coaching and people development
Emotionally evolved leadership development experience
Executive Coaching – select body of work
Case Study 1
Objective
The Business Head and the SLT members.
Transformation into a cohesive team with joint accountability for the growth and cultural stability:
- Trust based influence
- Inclusive working culture
- Strategic an joined up problem-solving
Solution
- A comprehensive diagnostic
- EQ profiling
- Group processes
- 1:1 coaching engagement
Impact
- Transformation into a Self-aware, inclusive and cohesive SLT.
- Aligned problem solving, decisions evaluating organisational impact.
- Growth Objectives met
Case Study 2
Objective
The initiative intended to effectively develop competencies required for larger and more challenging roles in line with the organisation’s growth plans. The leaders were expected to deliver sustainable high performance and inspire performance from their teams towards organisational growth.
Solution
- 360 degrees
- Leadership Preferences Assessment
- IDPs linked to the Organisation’s growth plans
- 1:1 Coaching engagement
Impact
Business linked goals achieved by 60 percent of the participants and linked behavior capability development.
Case Study 3
Objective
The Global Knowledge center had defied growth expectations. The CEO’s first line were to be groomed for global roles and for further expansion.
Solution
- Leadership Preference and EQ profiling.
- 1:1 coaching on specific High-Performance Behaviours for leaders identified by the CEO and the leaders for focused roles and business impact.
Impact
- 3 leaders moved into expanded national roles with large teams to manage.
- 2 leaders were selected for larger regional roles.
Case Study 4
Objective
India Head for the Global Services. Responsible for expanding India operations by almost 200% in 2 years
To develop strategic thinking and 360 degrees influencing with focus to get business from regions beyond the existing customer regions.
Solution
- Leadership Preference and EQ profiling.
- 1:1 coaching on specific High-Performance Behaviors for leaders identified by the leader and his managers in India and global managers
Impact
- Business Objective of acquiring business from the targeted region met.
- Creating and Influencing on the business strategy. (Internal stakeholders as well as target region)
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