Executive Coaching

Our approach to Executive Coaching

1. The client is the expert in his or her own world – so the primary role of the coach is not to dispense advice but to enable the client to
   • See things in new ways
   • Develop the resources, skills and confidence to act in new ways.
2. You lead out of who you are – which means that the task of leadership development is always personal as well as professional. Executive coaching provides a confidential environment where the individual leader can make connections between the challenges faced by the business and their own thinking and behaviour.
3. Coaching addresses the leader's current challenges – which means that what gets addressed in coaching sessions is practical and business-focussed rather than theoretical, and can be immediately applied in live situations faced by the leader.
4. Leadership is not only required 'downwards' to staff - but also 'upwards' to the senior party (e.g. shareholders or 'partnership'), 'sideways' internally with peers, and 'sideways' externally with clients, industry bodies and other parties. Developing as a leader requires that all directions receive attention.
5. Learning to lead often requires 'un-learning' - in other words the willingness to recognise habits and to experiment with change. This requires the patience to self-reflect and the commitment to practice new approaches, both inside and outside of coaching sessions.
6. Leadership doesn't require you to be somebody else – in fact it is said that you are most effective as a leader when you can "be yourself, more, and with skill". Coaching provides a space to understand why people will be led by you, and how to bring your 'best self' to the fore more often.