Coaching is a method to increase individual or team performance considering multiple approaches to drive accountability, development, and performance at all levels. Read more
There are few types of coaching your organization can consider:
- Executive Leader Coaching is an effective way to strengthen the performance of your leaders, assist them in making key transitions, and enable them to alter behaviors that may be hindering their performance. The is done with an individual leader, one-to-one and can be conducted face to face or virtually.
- Team Coaching is effective in strengthening all levels of different working teams. It includes a variety of methodologies and formats aimed at fostering healthy interactions and high performance. The objective is decided on set expectations of the specific team or input from stakeholder to address a specific challenge, or to provide observation in its normal work environment. This is done with a team of 12 individual or fewer and can conducted face to face or virtually.
- Integrated Coaching This approach embeds coaching sessions into — or wrapped around — a broader leadership development program. It can reaffirm and reinforce lessons learned in leadership training program that moves into real time application or action leaning.
Mentoring is a positive, supportive relationship, encouraging young executives/leaders to develop to their fullest potential. Mentoring is multi-faceted; it can be formal or informal and may change and evolve as the needs of the mentee change. Read more
A mentor can be a role model, coach, sounding board, voice of reason, counsellor and a trusted resource. Mentors care and assure their mentee that they are not alone in dealing with day-to-day challenges. They help them believe that they matter.
Quality mentoring relationships have powerful positive effects on young people in a variety of personal, academic and professional situations. Ultimately, mentoring connects a young person to personal growth and development and improved social and economic opportunity.
The ICF defines Mentor Coaching as providing professional assistance in achieving and demonstrating the levels of coaching competency demanded by the desired credential level sought by a coach‐applicant (mentee). Furthermore, Mentor Coaching means an applicant (mentee) being coached on their coaching skills rather than coaching on practice building, life balance, or other topics unrelated to the development of an applicant’s coaching skill.
Other Areas of Mentoring
- Job Search & Interview Selection
- Career Transisiton
- Public Speaking / Communication
- New Managers
- Sales Leadership & Sales Performance
- Financial Planning & Advisory
- Mental Wellness
- Life-Work Balance
- Stress Management
Development is a process of growth, progress and advancement. In our approach of facilitation for development we use a a deeper process of helping individuals or groups of people to understand themselves and their role in development. It is concerned with both the process and the content. Read more
It is an ‘art’ of discovering how to unleash people’s ability to learn, reflect, use their skills and potential to achieve their desired goals. This is applied in all workshops, coaching. mentoring, and supervision interventions.
In Facilitation, a set of skills is used in working with a group, enabling and supporting the participants to achieve their objectives in a way that involves and respects all contributions, builds ownership and releases the potential of the group. It helps differentiate between process and content.
Coaching Supervision is a formal process of professional support, which ensures continuing development of the coach and effectiveness of their coaching practice. Leadership Supervision is designed to be collaborative, a conversation where a coach supervisor is fully present to the other. Read more
Coaching Supervision is a formal process of professional support, which ensures continuing development of the coach and effectiveness of his/her coaching practice through interactive reflection, interpretative evaluative evaluation and the sharing of expertise (Bachkirova, Stevens and Willis 2006). The purpose of coaching supervision in three ways:
- It is ‘normative’ – supervision provides you with a safe space to fully explore your professional practice as a coach. We often face ethical dilemmas, which are not black and white; they are ambiguous and are often resulting from your personal values being pushed by the coachee or their organisation. In supervision you can fully explore these in relation to your professional code of ethics so you can be confident in the decisions that inform your work.
- It is ‘formative’ – supervision provides you with a learning space to further develop your coaching skills as a practitioner. Here you can fully explore the art of coaching and hone your EQ, SQ and capability in your 1-2-1 or team practice.
- It is ‘restorative’ – Supervision provides you with a reflective space to fully explore the often unconscious relational dynamics that will be at play in your client work. The intention here is to help you stay resilient, fully resourced and in an objective stance as a coach.
Leadership Supervision is designed to be collaborative, a conversation where a coach supervisor is fully present to the other. In this ‘crucible’, leaders are supported in all aspects of their work by an external unbiased practitioner.
Key elements in adult learning theory emphasize respect for the learner and the collaborative nature of the conversation. Both are essential in the reflective practice of leadership supervision. We walk with leaders and enable them to enhance their leadership skills, emotional and social intelligence and key leadership behaviours.
Leadership Supervision is a developmental practice. It is a generative conversation of challenge, support, insight and deep understanding. A supervisor may be working with a leader over a period and it is a great responsibility to ensure that not only does the leader develop in confidence and competence, but that they are fully resourced in a number of ways: increasing self-awareness, viewing things from new perspectives, handling critical conversations in their work, becoming more skilful at ‘managing up’ and so on.
Sales Leadership Institute (SLI)
No matter how large your business or your sales team, effective sales leadership development is crucial in deciding the success and failure of the organization.
The Sales Leadership Institute will focus on essential programs that must be in the part of the curriculum to help organizations to empower your sales leaders to succeed.
- Executive Sales Coaching for Leaders / Individual Contributors
- Group Coaching for Sales Skills and Process
- Team Coaching. For Sales Performance Improvement
- Sales Culture for Setting Sales Team for Success
- Client Acquisition Strategy – Leading And Lagging Sales Indicators
- Hiring and Onboarding
TRANSFORMING SALES LEADERSHIP
Certified Sales Coach Program
An intensive 4-part guided coaching program to transform your sales leadership. Delivered by credentialed ICF coaches, informed by the business needs of today.
To elevate the mindset and sharpen skill levels of salespeople in today's environment.
- 70 contact hours
- 17 hours of Reflective Practice
- 12 hours of Coaching Practicum & Supervised Coaching
Leadership Coaching Academy (LCA)
Leadership coaching is a powerful management training tool to help business leaders at all levels leverage the leadership skills within themselves to maximize performance.
- Leadership Agility
- Mental Wellness and Well Being
- Conversational Intelligence
- Diversity and Inclusion
- Business and Financial Life Coaching
- Executive Coaching
- Team & Group Coaching
- Leadership Skills Development
- Coaching Skills Development
- Mentoring for Leaders and Coaches
- Design Thinking
Building Interpersonal Agility for Leaders
A 1-Day Workshop that focuses on building leaders with the ability to maintain composure in the face of complex and chaotic interactions, through a continual process of implementing self-observation, reflection, and choice.
Reflective Practice Circle
Executive Reflection offers a strategic and ethical lens based on coaching, mentoring, and discursive techniques to motivate those who need to think creatively about a holistic organisational context.
It focuses on developing a sustainable viewpoint of both inside and outside the organisation, profession, and/or sector.
- Self-Reflection for Effective Leadership
- Self-Reflection for Effective Communication
- Self-Reflection in Coaching Supervision
In our assessment centre a candidate is assessed on various aspects required to be successful on the job.
We employ multiple tools to evaluate the extent to which a participant displays selected competencies. It comprises of behavioral simulation exercises in which multiple trained assessors observe participant's behaviors, categorize them according to behavioral competencies and rate those behaviors.
Post the exercises, assessment ratings are compiled once the assessors arrive at a mutual agreement.
- Tools customized to client requirements for selection and development of individual and teams
- Harrison Assessments
- Genos Emotional Intelligence
- 360 Feedback
- Trust Reports