Executive Coaching
Why is it important?
Companies' attitude towards executive coaching has evolved over the last decade. Earlier executive coaching was a tool for developing necessary competencies or changing behaviour patterns. Present-day companies regard executive coaching as a focused and efficient way to reveal the manager's leadership potential and strengths to achieve new levels of success.
According to the Management Decision (2017), one-to-one sessions as a development tool may be far more efficient than general leadership training.
Who is it for?
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Leaders, who change the level of management in their career and wish the transition to be smoother;
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leaders, who change company, country, culture and wish to know themselves and others better;
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leaders who seek to mindfully recognize their values, deeper attitudes, emotional reactions and leadership style;
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leaders, who are ready to openly analyse their strengths and weaknesses and change their growth-preventing behaviour patterns;
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leaders, who need a secure and neutral environment, where they could openly explore the dilemmas, attitudes, fears and decisions that cannot be shared with others due to the conflict of interests. These are the typical "it's lonely on the TOP" situations;
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leaders, who wish to develop an efficient managerial system, successfully coach their team, delegate, motivate while dealing with challenging leadership cases.
What are the benefits?
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Better self-awareness, ability to be in line with oneself and others;
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openness to change, conscious choice of authentic solutions that are in line with one's values;
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greater resilience to uncertainty, anxiety and stress; stronger self-confidence;
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empathy development (awareness of other people's feelings and emotions);
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broader thinking, multiple approaches to situations and solutions;
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a smoother and more solid transition from one leadership role to another;
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specific results in the defined leader development areas, e.g., team coaching, involvement, motivation and relationship with significant others.
The result of executive coaching depends on the initial developmental goals and the overall learning journey of the leader and the coach.
Methods and approaches applied:
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Systemic Psychodynamic Approach.
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Revealing and exploring the present moment experience.
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Real case analysis.
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Methods to identify mindsets and behavioural patterns.
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Analysing personal story and experiences.
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Systemic coaching with Constellations.
Process of executive coaching:
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Initial acquaintance meeting to understand the need and the "chemistry".
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360 leadership competencies assessment.
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A session for setting development goals.
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One-on-one coaching sessions 6-8.
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Closing session.
(The process for every individual case may be different)
