COACHING AND MENTORSHIP
The coach is an Expert in the process of unleashing the potential of the individual by providing a safe place in which to explore and find meaning in what he/she does. The coachee will be guided through a process of rigorous introspection because without a proper appreciation of existing beliefs, intention and motivations it is not possible to devise a successful plan that would lead towards positive transformation.
Characteristics of the coaching process:
The coach ensures that the coachee is provided with the necessary challenge and support to stretch him/herself and therefore accomplish more than he/she would under normal circumstances.
The process demands a great degree of trust, understanding and commitment from both parties.
Coaching is based on voluntary interaction from both parties.
Coaching involves the practical application of new learnings or change that can be measured and assessed – it therefore ensures the development of latent abilities.
a) Executive Coaching
Here, the focus is on executives, managers and potential managers in the business. The purpose of coaching is to facilitate the growth and long-term excellence of participants by honing their interpersonal, leadership and managerial effectiveness, through their natural skills, strengths and ambitions. Coaching is provided on both an individual (executive coaching) and a group (group coaching) basis. During this process the individuals define and achieve personal and business objectives.
Phases in the coaching process:
An executive coaching programme has three phases.
Phase 1 is a nine to ten month intervention that entails 10 two hour sessions (20 hours in total) with the coachee. The sessions are normally scheduled three weeks apart. When it is required, an extension can be negotiated with an individual. This normally happens when an individual secures a higher position within the organisation and the coaching objectives are very different from the first assignment.
Phase 2 consists of coaching conversations that are offered once an individual has completed a coaching assignment (10 or 15 sessions). These conversations are scheduled when required if the coachee has a need for support.
b) Middle Management Coaching
For a person to experience maximum benefit, a minimum of 6 coaching sessions should be scheduled over a period of 6-8 months. These coaching interventions will be driven by each individual’s requirements, and are also based on the business challenges at that stage. If and when outside issues are identified that are hampering the person’s progress, this will be noted and immediate feedback will be given to the sponsor/line manager. Feedback will be given to the Sponsor at the end of each person’s process.
This service is invoiced as a retainer for a six month period and a number of people can be identified to participate in the programme during this period. This option is only practical if more than one person is to be coached. The retainer is more cost effective and we manage it as a pool of sessions. Each person will receive the number of sessions he/she will need and what ever sessions are not used for that person, will go back into the pool for another person’s use. This has been a very popular service for middle management and high potential candidates.
Both our coaching services include the following: introductory session with the prospective coachee, a review meeting halfway through, and a final session at the end of the period with the Sponsor or Line Manager.
The outcomes of the coaching assignment are the new behaviours of the coachee. The result is sustainability of the newly acquired behaviours and the effect on all the people and systems around the coachee will be of a lasting nature.
c) Group Coaching
Through “Leadership from Within” Programme
(In Association with Susan Grobler)
Imagine your organisation with individuals that have the desire to perform to their full potential because they experience meaning in the implementation of the tasks they execute, resulting in employees that operate at peak performance and, who take responsibility and accountability for their individual roles as well as the strategic intent of the organisation. To have this, the leadership team needs to facilitate the alignment of the individual’s goals with the organisational goals. The “Leadership from Within” programme is designed to facilitate this alignment and is based on the twelve attributes that allow an organisation’s performance to move from being simply good too being excellent. The attributes include: Meaning, Attitude, Loyalty, Integrity, Empowerment, Responsibility, Engagement, Trust, Openness and Self Awareness, Communication, Motivation and Commitment.
The Leadership from Within Model
The “Leadership from Within” programme content is customised to meet the specific needs of the client. The model consists of 5 focus areas, some of which are optional. The focus areas are:
• Group Dialogues
• Execution Consultation
• Individual Coaching
Through coaching (using a combination of Coaching, Group Dialogues with all levels of Leadership and Benchmarking.), individuals and groups get the opportunity to identify what needs to change in order to align with the organisation, and to move into peak performance.
The outcomes of Group Coaching will include:
• Improved management and leadership skills.
• Enhanced communication.
• More effective interaction between group members.
• Improved willingness of group members to accept personal responsibility.
• Elevation of motivation and job satisfaction.
• Higher productivity.
• Each team session is 8 hours.
• The maximum number of delegates per session is twelve (12).
• One module is addressed per session.
• One session is scheduled per month.
d) Mentorship Programme
(In Association with Michael Cooper)
Effective Mentoring is unbiased, objective support that identifies qualities and abilities in others and helps the mentee to make progress with their personal development plan.
For a Mentorship programme to work we need 4 things:
• Appropriate mentors.
• Good training.
• Goal setting interviews.
• Follow up and support during the programme.
• The CEO must be the sponsor.
• All appropriate senior management should be involved at the inception.
• It needs attention and enthusiasm to become part of the business culture.
The programme requires a supportive and enthusiastic attitude from all stakeholders in order for the value of the initiative to be instilled in the business culture.
The programme must be implemented in a carefully planned manner, both in terms of the process and the content of the intervention.