Executive Coaching?

A way of developing the "leaders to be" in an organisation.

Usually offered to senior and high-ranking personnel who have the ambition and the latent skills to
develop further in the company structure.

Most effective with an outside consultant who does not have any corporate constraints or subjective influences.

Participants gain insight into their own motives, interests, concerns and behavioural style, in both business and social environments.

People in business now accept what sports people have always known, that coaching improves the game of even the most talented individual.

Delivered either one-on-one or, in certain specialities, two-on-one.

Total confidentiality and objectivity, establishing trust, which is an essential element of coaching.

Observations:

Executive coaching is best used with high potential people in transition to a new role in the company or who need to improve greatly within their present role.

How is success measured?

- A visible change in the participant's behaviour.
- The participant will start to exceed their performance targets.
- The participant is perceived to be more professional.

Coaching has been found to be of benefit in the following circumstances:

- Moving into a new role.
- Team building.
- Confidence building.
- Relations with other people.

How is it perceived by others in the organisation?

A status symbol, a grooming for stardom rather than a remedial activity.

Why is it necessary?

Few companies coach their executive personnel.
Most people believe they have development needs that should be addressed.

Why is it better than the usual training formats?

This is a specialised development programme that can really get the participants to understand themselves and be frank and honest in a way that they could not be in front of a group of people on a training programme. It is a client-initiated agenda.

The first few sessions usually include:
- Assessing the current position and individual asperations.
- In a corporate setting, assessing goals the company may have in relation to personal goals.
- Assessing performance in personal life.
- Setting specific timed, on going, benchmarks.
- Setting the scene for follow up sessions on relevant issues.
- Discussing the how's and when's. In between sessions work.
- Building in a timetable for positive support.

See Clients - To gain an impression of the quality of consultancy services that People to People offer, one need to look no further than the names of some of the organisations, management and employees, who have benefited from this very special approach to company and staff development.

A coaching culture:

This is most often found in organisations committed to develop the potential of its people. Coaching will allow leaders who have developed a 'control and command' style, which produces negative results, to achieve a more effective leadership style. It empowers people to give of their best.

Why People to People?

People to People have developed senior personnel through their Executive Coaching programme, over many years. The programme is tailored specifically to the participant and the counsellors are able to include, develop, and fine tune specific requests as they are discussed throughout the programme.

The type of coaching developed by People to People is intensely revealing and personal. Old habits, instinctive reactions and mannerisms are exposed and questioned. For the participants it is easier to establish an open relationship and feeling of trust with a professional outside consultancy rather than with someone they know within the organisation.

To be sure that you are making the most of your business, the opportunities it presents, its potential and its valuable human resources, talk to People to People and discover how your organisation can be changed for the better.