Making organisations stronger, more capable and more adaptable.
Individual performance and development
The demands and expectations on leaders are greater than ever before: we are expected to take on more, achieve more with less, be accountable for our own development and become more resilient just to stay ahead of the curve.
Team performance and Development
Teams often lack time to invest in developing meaningful relationships and mutual understanding. This means that teams may under-perform or find themselves expending energy but not driving outcomes.
Improved organisational culture and strategic outcomes
Organisations often struggle to achieve return on investment in the time, effort and money invested in change initiatives. This is usually because investment has focused on clarifying strategic objectives and on creating new processes and structures without giving people the capabilities and support they need to drive change forward.
Building coach-mentoring capability
All too often, organisations spend large amounts of money on coaching and mentoring without a clear understanding of the results they are looking to achieve or of how the organisation’s needs are likely to evolve over time.
Why every leader or manager should develop coaching skills It’s a fair enough question. We’re told all the time that coaching skills are a must have set of skills for the modern leader.
Indeed, all the top business schools, from Wharton to Insead, now include modules on coaching on their MBA programmes. And they know a thing or two about leadership and management.
Coaching Conversations are the roots of resilient engagement What is engagement?
Outside of work we think of engagement as a commitment, in the workplace engagement has come to mean the commitment that employees have to the organisation that they work for.