Executive Coaching

Executive Coaching by Thoughtcrew

Executive Coaching by Thoughtcrew

There are times when you need a boost for you, your team, your department or your company. This typically happens during a time of major change. At times of overload like this, many managers turn to coaching as a way of equipping themselves or their teams for the challenges ahead.

There are broadly three types of coaching

Lifestyle coaching – how you look at your life choices (individuals normally pay this themselves)
Executive coaching – how to improve your performance against a work goal (by an external executive coach)
Mentoring – typically one-to-one training on the way something works or a focus on a new skill (usually provided internally)

We provide executive coaching either for individuals as part of their leadership development or as part of major change: a single programme or when a portfolio of key initiatives are happening at the same time.

For this you must have a business goal, agreed with your boss, and it must have measurable outcomes. In effect the coaching helps you change your impact in a way that has a positive affect on the performance, both for you and your organisation. The coaching is typically done in the context of you, your boss, your team and the problem, as they are all interrelated.

The coaching takes place in two hour sessions away from the office (typically two per month). Depending on the problem there could also be a benefit in observing you work with others to help in the reflection process. This could be in a team situation, working with other teams or in one-to-ones.

The timescale for this is usually between six and nine months with a combination of face-to-face, emails/calls and observations if appropriate.

The process would be as follows

  1. Contracting – agreeing our respective roles, the problem we are working on, setting goals, understanding your commitment, agreeing goals with the boss
  2. Planning – defining the specifics, identifying working pattern, planning for the impact in your workplace
  3. Action – the coach either sits in the background whilst you do the actions or the coach is included in the observations mentioned above
  4. Reflection – effectiveness of the coaching, measuring the results and planning the continuation of learning

In terms of budgeting it’s best to do the contracting phase first then use that to scope out the rest of the work. This helps you work through the type of coaching and to budget for the coaching programme.

Dr Phil’s Outcome based Executive Coaching – download further information