individual-development

Individual Development

Enhance your performance

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Executive Coaching

In a world that is moving, growing and changing rapidly executive coaching has become one of the most important learning interventions in executive development. Executive coaching can take many forms, but at its core it represents a directed, focused and personalised skills-based programme designed to assist executives to enhance their professional effectiveness, performance, and wellbeing.

Remuneration, although still important, is no longer the primary driver of performance – people want fulfilment from the work that they do; they want to like their jobs and be good at them. Executive coaching also helps those in leadership positions with high potential to identify and address key development challenges.

Executives will enter into a coaching relationship for several reasons. These may include any or all of the following:

  • To identify personal behaviour change that may increase their effectiveness and to implement a program of behaviour change.
  • To identify factors that may enhance their personal level of resilience and to implement a program of developing personal resilience and hardiness to stress.
  • To gain understanding about one’s personal strengths and weaknesses and to develop plans to build on strengths and develop in weak areas.
  • To improve leadership of the executive team.
  • To seek assistance in understanding business strategy.
  • To seek assistance in understanding recurring business and performance issues.
  • To gain insight and assistance in developing a high performance culture in the business.
  • To engage a confidential sounding board, someone in whom the executive can confide and seek objective feedback.

 

Leadership Coaching

Leadership coaching is a leadership skills-based programme designed to assist leaders at all levels to lead high-performing teams.

The programme helps leaders:

  • To develop a deeper personal awareness.
  • To build on their strengths and keep their negative tendencies in check.
  • To develop a better understanding of the factors that influence behaviour in their teams.
  • To develop a deeper understanding of team performance and working with integrated targets for example profit, market share, and growth.
  • To develop the competency for managing conflict and expectations.
  • To develop the competency for having impactful and effective leadership conversations for example feedback and making requests.
  • To understand challenging team members and enhance interpersonal relationships in their teams.

Personal Resilience Program

The programme focus is on enhancing individual ability to withstand adverse events and stressful situations. The ability is based on developing:

  • The capacity to cope actively and positively with stress – choose a course of action that works for you.
  • An optimistic attitude toward new experiences and change.
  • A feeling that you can control or influence the stressful situation by staying calm and maintaining control.
  • The conviction that you’re ultimately responsible not only for your own development but also for your response to whatever life brings your way.

Learning philosophy:

The learning philosophy of the programme is based on the integration of resilience models, self-assessments, reflective exercises, techniques, centering practices, group dialogue for sense making and understanding, and the development of a personal strategy. Learning is supported by a reflective exercise as an assignment between blocks.

Structure:

The programme is delivered in 2 blocks (2 day’s each) spread over 3 months.