For Others

In seeking coaching for others you are playing a key role in taking the results of your organisation and your people to the next level but what questions should you be asking?

Why look outside your organisation?

A different perspective, an independant view, a defined term intervention, specific expertise or experience, having no cultural baggage or institutional bias, gaining new insights, transference of coaching skills. These are just some of the reasons to engage an external coach.

How can a coach help?

A coach typically focuses on developinging skills and improving performance by changing the way people think and behave in the long term. He or she will build confidence, improve personal communication, decision making and the ability to consider a wider range of available choices. These factors are indicative of high achievers.

What is likely to happen?

Coaching changes behaviours. This is different from training in that it relies on changing the way an individual or team thinks in relation to a task, based on what they believe and value. This type of change is both more effective and of longer lasting effect than training. To be effective we would recommend a minimum of 6-12 sessions over a period of 3-6 months.

What to look for?

Qualifications, relevant experience, a structured process, a comprehensive range of appropriate tools, adherence to a code of ethics, membership of a recognised professional body, established organisational structure, quality of coaching staff, resource in depth.

What results might I expect?

The nature of a coaching relationship requires that an alliance is agreed between the interested parties. This will include logistics, duration, fees and confidentiality. Key outcomes, measures and tools to be used will also be discussed to enable value to be assessed by the coachee(s) and the sponsor.

A PCA coaching programme will deliver measurable results. You can be confident that you will be working with very experienced and well trained coaches.

PCA Management Development Coaching Programmes

For those appointing coaches

HR Directors and Managers

Need to play a strategic role in the war for talent. HR objectives closely aligned to business goals made a reality through the skills and performance of the people working in the organisation.

For them coaching will be seen as "the management intervention best suited for the uncertain, ever changing and dynamic business world we now inhabit", CIPD (2008).

PCA coaching style facilitates the desired outcome with measurable results, achieved by experienced and highly trained individuals using a tried and tested process.

Article - Measureable Results From Coaching

CIPD coaching fact sheet - link

Directors and Senior management

Your team needs to deliver results. If that is not happening you sometimes need more than a training intervention. Fixing the source of the problem may need a more personal and independent intervention which is where coaching can pay significant dividends.

To take this a step further you need this form of continuous learning and development to become "the way we do things around here". Everyone in the team open to coaching lead and (coached) from the top. For that to happen you need to adress the following three main steps

Familiarise directors and employees with coaching
Train and support leaders as coaches
Create a coaching culture within the organisation

Article - Creating a Coaching Culture

Executive Directors and The Board

As Chairman or CEO you know that an effective board is one where individual leaders and the top team as a group inspire outstanding performance.

Here dealing with the dynamic forces that shape the reality of getting things done will depend on personality, politics, aligning the board behind clear goals, communicationg a clear vision, good governance and accountability and many more factors.

For more information please complete the form below and we will contact you for an informal discussion as to how we might help you achieve your desired outcome.

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