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Leadership Coaching, Development, Mentoring
Leadership assessment and feedback can be done in a number of ways but best practice starts with a series of interviews and observations by a professional coach. Leadership coaching can be triggered by 360 feedback or a critical performance review (and sometimes a change in job or restructure), sometimes (e.g. with succession in mind) it begin with a critical appraisal of individual strengths and limitations. Others see Leadership coaching as another step in personal development. Whatever the reason, formal Coaching programs can be structured to the leader or manager and is specifically tailored to their environment, circumstances, needs and behaviours. Typically a Leadership Coaching course will run over 6 - 12 months and require meeting with the coach at least once a month for several hours. A key element to success is for the coach and manager establish the trust necessary to talk freely and confidentially in a manner far exceeding the boundaries usually encountered in business. For this reason each program, while following a path, is different and requires flexibility to deal with issues and challenges as and when they arise. Leadership coaching focuses on 2 key aspects for much of the time - the development of the leaders personal skill set and abilities such as communication, building relationships, influencing, image, self awareness, emotional intelligence, managerial style to suggest a few AND broader organisational issues, especially those in the people realm, directly affecting the manager in his current role. These might include things like politics, climate, systems, teamwork, structures, specific challenges, etc. |
The objective of Leadership Development programs to assist key executives to develop new skills, awareness and understanding in order to improve performance, get better results, and self improvement