Individual Leadership Coaching
We provide coaching to facilitate the deep internalisation and application of management/ leadership principles and practices. In particular, the coaching focuses on identifying and addressing barriers that may prevent a sustainable change in behaviour. Our coaching is client-centred and focused.
We believe that…
There are a number of potential outcomes for the client from the coaching sessions. These include:
Leadership–in–Action Learning
We also offer an integrated leadership-in-action learning process to ensure a sustainable change in leadership behaviour and facilitate broad scale organisational transformation. Our proposed approach focuses on enhancing those leadership capabilities that are core to establishing the organisational culture needed to bring the desired strategic results.
The following diagram illustrates the integrated action learning process.
Our proposed approach includes the following key elements:
Depending on the action learning themes, appropriate leadership resources are be selected and used as the conceptual basis for the leadership learning. Example of leadership resources include:
Leadership Growth Workshops
Our management/ leadership development workshops and programmes provide many opportunities to engage in practical skills-based exercises. Participants are coached and assessed in relation to all exercises.
We provide a number of workshops linked to the following five C’s of leadership:
Authentic Leadership
‘Absolute identity with one's cause is the first and great condition of successful leadership [Woodrow Wilson].Through reflection, practical exercises, and coaching, this workshop will help you to pinpoint the purpose of your leadership, identify your own leadership style and develop authentic leadership skills.
Your Own Authentic Journey for Women
This highly experiential workshop is for women who have chosen the challenge of a career and a personal life – a “perfessional” journey. We will explore, teach, bust some myths, help you to build your own brand and raise your capacity to lead yourself and each other.
The Competent Manager
This practical “toolkit” workshop is a must for new managers and equips managers to deal with practical tasks and issues they will face in their new role, for example: managing meetings, one-to-one’s and team discussions; how to delegate effectively; how to manage upwards and other day-to day management issues and dilemmas.
Engaging Relationships
Leadership is relational – the fundamental shift from being an individual contributor to becoming a manager, is shifting from doing things yourself to doing things through and with others. This workshop equips participants with the relational skills and tools to develop and maintain engaging relationships and deal with the challenges encountered when relating to others.
Authentic Conversations
Communication is more important than it has ever been, in every area of our lives. Poor communication leads to conflict, misunderstanding, disharmony, low self esteem and failed relationships. Good communication leads to feeling great, living in harmony with others and finding success. This applies to our personal lives, our work, and relationships in other parts of our lives. This workshop deals with effective communication and influence, and equips participants with the skills and tools to have more authentic, courageous and meaningful conversations.
Navigating Individual & Team Performance
This is more than the typical performance management workshop! The workshop covers key processes and conversations that are central to effective performance management. Included are topics such as cascading goals to the rights levels, conveying the “bigger picture”; discussing performance requirements, assessing performance, giving feedback, and having authentic performance discussions.
Coaching for High Performance
A highly participative and practical course designed to provide managers with the tools and skills necessary to coach employees to perform at their best and achieve their full potential. Mangers will walk away with practical coaching tools, equipped to have developmental and corrective coaching discussions.
Creating a Leadership Legacy
Your leadership legacy is the sum total of the difference you make in people’s lives, directly and indirectly, formally and informally. * This workshop will enable you to define your leadership legacy and assist you to start consciously creating a positive legacy right now. [* Brooks, Stark, and Caverhill, 2004]
Developmental Assessments
Assessments are used in a development and coaching context. Applicable assessment tools and methods are identified based on our understanding of the client’s needs. The primary purpose of the assessments is to broaden the leader’s insight and awareness of behavioural preferences, personality style, individual capabilities and potential. Strong emphasis is placed on uncovering the beliefs that drive behaviour. Often assessments simply provide a discussion platform for deeper exploration and personal insight. We therefore provide extended feedback sessions.
We have a range of competency-based assessments that include psychological assessments, 360 degree leadership evaluations and assessment centre assessments. We are licensed and accredited to use the following assessments:
In conjunction with strategic partners, we also offer a Leadership-in-Action Learning Centre [LALC]. The LALC is typically a two-day assessment intervention that provides participants with an opportunity to demonstrate leadership / management behaviours in a simulated environment and assess individual strengths and development areas. Participants are given immediate feedback after each assessment, and have the opportunity to incorporate and apply the new learning and insight gained.
We provide coaching to facilitate the deep internalisation and application of management/ leadership principles and practices. In particular, the coaching focuses on identifying and addressing barriers that may prevent a sustainable change in behaviour. Our coaching is client-centred and focused.
We believe that…
- The coach is a “thinking partner” who helps the client to unlock their potential and their wisdom;
- Understanding what needs to be done is not enough; identifying barriers that prevent us from shifting from intention to action is key;
- The coaching relationship is built on trust and without trust as a foundation, a coaching partnership cannot be formed;
- The client’s needs are paramount and the coaching agenda must be built around the client’s goals.
There are a number of potential outcomes for the client from the coaching sessions. These include:
- Clear direction, personally and organisationally;
- Deep insight into own leadership behaviour and changes that need to be made to improve performance;
- A well thought-out course of action to achieve the next level of growth/performance;
- Different ways to look at and deal with people/performance/ leadership challenges;
- Enhanced leadership capabilities.
Leadership–in–Action Learning
We also offer an integrated leadership-in-action learning process to ensure a sustainable change in leadership behaviour and facilitate broad scale organisational transformation. Our proposed approach focuses on enhancing those leadership capabilities that are core to establishing the organisational culture needed to bring the desired strategic results.
The following diagram illustrates the integrated action learning process.
Our proposed approach includes the following key elements:
- Conducting a reality check to determine the real issues and challenges facing the organisation;
- An integration of organisational assessment and individual assessment information to gain deep insight into the fundamental behavioural patterns;
- A synthesis of the key people and leadership challenges facing the organisation and formulating these into primary action learning themes;
- Infusing the action learning themes into the Leadership-in-Action Learning Workshops;
- During these Leadership-in-action learning workshops, participants apply relevant learning to diagnose and solve real problems;
- Individuals are also given action learning/ practical assignments to complete following the workshop in order to facilitate the behavioural change in the natural work environment and provide further opportunities to assess the application of skills and knowledge acquired.
Depending on the action learning themes, appropriate leadership resources are be selected and used as the conceptual basis for the leadership learning. Example of leadership resources include:
- 21 Laws of Leadership (John C. Maxwell)
- Good to Great (Jim Collins)
- The Five Dysfunctions of a Team (Patrick Lencioni)
Leadership Growth Workshops
Our management/ leadership development workshops and programmes provide many opportunities to engage in practical skills-based exercises. Participants are coached and assessed in relation to all exercises.
We provide a number of workshops linked to the following five C’s of leadership:
- Character - Authentic Leadership; Your Own Authentic Journey for Women
- Competence - The Competent Manager
- Connection - Engaging Relationships; Authentic Conversations
- Clear Direction - Navigating Individual & Team Performance
- Coaching - Coaching for High Performance; Creating a Leadership Legacy
Authentic Leadership
‘Absolute identity with one's cause is the first and great condition of successful leadership [Woodrow Wilson].Through reflection, practical exercises, and coaching, this workshop will help you to pinpoint the purpose of your leadership, identify your own leadership style and develop authentic leadership skills.
Your Own Authentic Journey for Women
This highly experiential workshop is for women who have chosen the challenge of a career and a personal life – a “perfessional” journey. We will explore, teach, bust some myths, help you to build your own brand and raise your capacity to lead yourself and each other.
The Competent Manager
This practical “toolkit” workshop is a must for new managers and equips managers to deal with practical tasks and issues they will face in their new role, for example: managing meetings, one-to-one’s and team discussions; how to delegate effectively; how to manage upwards and other day-to day management issues and dilemmas.
Engaging Relationships
Leadership is relational – the fundamental shift from being an individual contributor to becoming a manager, is shifting from doing things yourself to doing things through and with others. This workshop equips participants with the relational skills and tools to develop and maintain engaging relationships and deal with the challenges encountered when relating to others.
Authentic Conversations
Communication is more important than it has ever been, in every area of our lives. Poor communication leads to conflict, misunderstanding, disharmony, low self esteem and failed relationships. Good communication leads to feeling great, living in harmony with others and finding success. This applies to our personal lives, our work, and relationships in other parts of our lives. This workshop deals with effective communication and influence, and equips participants with the skills and tools to have more authentic, courageous and meaningful conversations.
Navigating Individual & Team Performance
This is more than the typical performance management workshop! The workshop covers key processes and conversations that are central to effective performance management. Included are topics such as cascading goals to the rights levels, conveying the “bigger picture”; discussing performance requirements, assessing performance, giving feedback, and having authentic performance discussions.
Coaching for High Performance
A highly participative and practical course designed to provide managers with the tools and skills necessary to coach employees to perform at their best and achieve their full potential. Mangers will walk away with practical coaching tools, equipped to have developmental and corrective coaching discussions.
Creating a Leadership Legacy
Your leadership legacy is the sum total of the difference you make in people’s lives, directly and indirectly, formally and informally. * This workshop will enable you to define your leadership legacy and assist you to start consciously creating a positive legacy right now. [* Brooks, Stark, and Caverhill, 2004]
Developmental Assessments
Assessments are used in a development and coaching context. Applicable assessment tools and methods are identified based on our understanding of the client’s needs. The primary purpose of the assessments is to broaden the leader’s insight and awareness of behavioural preferences, personality style, individual capabilities and potential. Strong emphasis is placed on uncovering the beliefs that drive behaviour. Often assessments simply provide a discussion platform for deeper exploration and personal insight. We therefore provide extended feedback sessions.
We have a range of competency-based assessments that include psychological assessments, 360 degree leadership evaluations and assessment centre assessments. We are licensed and accredited to use the following assessments:
- The Leadership Circle – 360 Degree Leadership Evaluation developed by Bob Anderson [The Leadership Circle]
- 16PF Leadership Coaching Assessment
- EQ-I [Emotional Intelligence]
- MBTI
- MBTI Step 11
- Occupational Personality Questionnaire
In conjunction with strategic partners, we also offer a Leadership-in-Action Learning Centre [LALC]. The LALC is typically a two-day assessment intervention that provides participants with an opportunity to demonstrate leadership / management behaviours in a simulated environment and assess individual strengths and development areas. Participants are given immediate feedback after each assessment, and have the opportunity to incorporate and apply the new learning and insight gained.
