The Maximum Performance approach to executive coaching
All our coaching assignments are different, capturing the varied needs and ambitions of each individual. But the underlying framework is generally the same tried-and-tested model.
We use a performance coaching framework of one-to-one discussions between the coach and the ‘coachee’. It is primarily intended to be performance-focused, designed to establish a relationship in which the individual can feel free to express themselves in their own style, uninhibited by others, to enable them to face current and future business and personal challenges. The intervals between the stages outlined below would be agreed between the coach and the individual but a typical coaching engagement is for six one-to-one sessions over a 12-month period (some of which can be telephone-based if preferred, although we recommend face-to-face wherever possible).
Coaches are chosen for their skills and ‘best fit’ with the client. The coach may use some profiling tools such as FACET5, MBTI, OPQ, Emotional Intelligence, etc, to underpin the sessions and accelerate individuals’ development.
Our executive coaching approach is based around five key elements:
- Contracting This is about defining and agreeing the coaching relationship. It includes:
– Expectations of executive coaching
– Measures of success
– How the coaching relationship would be managed
– Practical issues around where, when and how often
- Visioning success Identifying key success criteria for the coaching:
– Picturing what success would look like
– Identifying intended behaviours / actions
– Setting personal goals, supported by action plans and timescales
- Developing options Identifying possible development actions that will help to generate success:
– Reviewing personal style and approach
– Identifying drivers, barriers and obstacles, both cultural and personal
– Deciding on the possible actions (eg, working relationships, business performance)
– Options to generate success against the intended picture of success
- Taking action Prioritising and committing to development actions:
– Formal actions – what, when, how, etc
– Regular feedback
– Exploring how much individuals want to achieve it, on a scale of 0-10
- Measuring success Reviewing the impact of development actions and setting plans for continuous learning:
– Reviewing successes and failures against intended goals / choices
– Opportunities to continue development based on learning
– Further structured feedback from the coach and manager
– Periodic evaluation – 360°, personal reflection, views from stakeholders, review of the coaching relationship
Return on investment from executive coaching
Measuring the value of coaching is often seen as difficult because one can never have a control group, one can never eliminate ‘other factors’ and, of course, because of the disparate set of outcomes that can be agreed as part of the coaching contract with each individual. However, our executive coaching is designed to improve performance, offer personal insights and add real value to both the individual and the organisation. Some personal goals will also be linked to the appraisal system, which is another opportunity for evaluating tangible outcomes.
To talk through whether our executive coaching approach would be right for you, just give us a call on 01582 714280 and we’ll put you in touch with a member of our coaching team for a no-obligation discussion.