Executive Coaching

A process by which leaders engage in intense learning about self, others, key relationships and performance.

An opportunity to explore and define their unique strengths and realise their fullest potential.

An appreciation of being truly authentic with themselves and others.

A deeper connection with their meaning and purpose that guides everything they do in life.

Working one on one with an accredited and qualified executive coach, a supportive and trusting partnership is created providing a gateway for greater self-awareness, behavioural change and development of new skills.

Case study

Executive Coaching – One to one Partnering with Senior Finance Leaders within the ‘Gold Standard’ Accountancy Body in England & Wales.

Context : The Coaching House provided coaching to Senior Leaders (face to face and virtual) in the field of finance, partnering and providing thinking space as they develop as leaders in their organisations. The robust offering consists of twelve hours of coaching to be taken flexibly over a 12 month period.

Need : The trusted partnerships help the leaders engage in intense learning about self, others, key relationships and performance. The space is an opportunity to explore and define their unique strengths and realise their fullest potential.

Impact : Working with an accredited and qualified executive coach, with broad business experience and knowledge, the space provides a source for greater self-awareness, behavioural change and development of new skills, particularly in this Covid time of fear and uncertainty. The coaching armed clients with strategies to build resilience and explore their choices and actions in a safe space.

Ongoing January 2021

Systemic Team or Group Coaching

Systemic team coaching is a process by which teams engage in an intense learning experience both as a collective and individuals. Improving team performance, how they work together and how they collectively develop their leadership to effectively engage, influence and transform their key stakeholders across the organisation.

Working with a systemic team coach they explore and define each individuals‘ unique strengths with the aim of realising the fullest potential of the whole team as well as an appreciation for the diversity and potential creativity of the team, using this to build and sustain a productive energy. From here there is an opportunity to define shared meaning, purpose, vision and goals for the team in relation to its organisation.

Case study

Systemic Group Coaching – with a Major UK Charity on their Leadership Programme

Context : The Coaching House continues to provide experienced lead coaches to work with multiple action learning sets, both face to face and, increasingly, virtually, supporting developing leaders within a major UK charity. The established coaching groups work with real issues in real time, developing deep coaching skills along the way as they give and receive coaching within this trusted environment. The coaching groups, formed of up to six colleagues across different parts of the business, allow for targeted coaching and sharing of experiences that are relevant and transferable to their day jobs.

Need : To create an intense, experiential learning experience that supports emerging leaders, both individually and collectively.

Impact : The individuals and groups build self-awareness of their strengths and development areas, develop their leadership styles to effectively engage and influence and deepen their ‘coach approach’ to improve the quality of their interactions.

Ongoing January 2021

Career Coaching

Career coaching integrates career research and psychological theory. It helps Clients think about the world of work and their personal development. It will expand career management capabilities, supporting the Client in their career planning and develop career resilience.

We will help you understand your current career position and how you arrived at this point. The client will learn how to assess their strengths, preferred workstyle and career capital so they can see what they have to offer prospective employers and how to benchmark with other candidates. We will look creatively at career options and determine the best route to achieving career goals.

Case study

Career Coaching - with Major Telecoms Company

Context : As part of a restructure our Client was keen to offer support to out going employees through Career Coaching. It was important to the Client that the Coaching provider understood the commercial challenges of the business as well as the ability to flex their style and approach, so that all employees felt supported and engaged throughout the coaching process. We designed a coaching programme to best suit the individuals and their desired outcomes. This included group and individual sessions that were delivered virtually and face-to-face. We also included tools that increase self- awareness and an understanding of the individual’s key drivers and strengths.

Need : To prepare those Leaders impacted by the restructure,with the confidence and resilience required in approaching the changes to the business and the new opportunities they were facing into.

Impact : By the end of the programme all of our Coachees had; a better understanding of themselves from a career and work perspective. Clarity and focus about what is next in their career. Improved resilience, self-belief and confidence. Confidence in their development plan to support next career step. Enhanced personal impact. Skills and knowledge on CV writing, importance of social networks, interview preparation and practice.

Transitional Coaching

Transition Coaching is for Leaders who are transitioning from one role to another and managing their path from leaving one role well to arriving in their new role with confidence and influence. Transition Coaching supports in dealing with ambiguity, engaging the Leader’s new team, agreeing ways of working and setting boundaries.

Periods of transition now weave throughout our working lives and Transition Coaching will help the Leader navigate through these times of discovery and opportunity.

Whether it's a new job, company, career break, career change or retirement, by taking time to explore our values, interests and goals, Transitional Coaching will help you identify your true potential as well asa more fulfilled and happier life.

Case study

Transitional Coaching – with a ‘Big Four’ Professional Services Firm on a Director Development Programme

Context : The Coaching House recently supported a global ‘Big Four’ Professional Service Firm with its transition to Partner programme. Our Coaches worked with twenty-five Directors, supporting them through an experiential two-day live and virtual event.

Need : The brief was to coach the Directors throughout the two-day process, observe them with clients and in panel interviews, help them to capture and understand their feedback and to articulate the next steps in their development journey.

Impact : The learning for Directors and their Partner sponsors was significant and profound. The client feedback acknowledged the Coaches to be ‘agile, professional and capable’ in situations that required in the moment flexibility, emotional robustness and broad business experience, ensuring sometimes uncomfortable learnings were explored.

October to December 2020

Building a Coaching Culture

What is it? 

Building a Coaching Culture within an organisation where not only formal coaching occurs but also where all employees are using coaching behaviours as a means of managing, influencing and communicating with each other, creating an environment that values learning and growth of its people. 

This bespoke programme offers Leaders and individuals a unique opportunity to accelerate their professional development and enhance performance. 

A development programme that introduces and embeds the practice of coaching into day-to-day leadership with individuals and teams. 

Why do it? 

The benefit of coaching is that it "achieves measurable and sustainable performance improvement aligned with explicit business needs beyond what the individual thought was possible for themselves". It develops a culture that can yield significant organisational benefits. 

A coaching culture promotes more open communication. It builds trust and respect and It instils behaviours that value and encourage diversity and build an inclusive workforce.’

Everyone can recognise that part of their role involves facilitating the development of others. This, in turn, can bring significant operational improvements.

Recent research by the CIPD suggests that 99% of managers believe in coaching as a tool for organisational and personal improvement and would like to develop a coaching culture in their organisation.

Coaching is also an integral skill of leadership. 

In these high pressured times, maintaining a coaching style and presence is one of the first casualties and yet is critical to keeping teams and individuals on-track and creating results. 

No organisation will develop a coaching culture unless it is seen to be important to the people at the top of the organisation. 

The credibility and influence of the leader can be enhanced by integrating coaching into day-to-day leadership practice. 

A coaching culture engages, inspires, motivates, retains, and delivers the best performance, by building really effective relationships, increasing personal authority and encouraging all to play a bigger part on a bigger stage......

How it works

A bespoke development programme incorporating coaching skills, mindset and approach.

Introduction of facilitated and self-managed Action Learning Sets for continuous personal development.

For senior Leaders the use of Coaching Signatures  TM  to provide an evaluative and self-reflective psychological profile, which enables Leaders to recognise and understand their most developed and natural coaching style. 

Coaching Supervision

What is it? 

A relationship which provides a formal learning process in which a coach engages with a more experienced coaching practitioner and qualified coaching supervisor, in order to articulate, reflect on, evaluate and receive support to monitor his or her practice.

It provides checks and balances to ensure best practice, optimum performance and ongoing professional development.

A process by which a Coach can learn to better understand their client and the wider system they are apart of - enabling their client to achieve their goals and ambitions and enhancing the practice of the Coach.

Why do it? 

The opportunity to reflect on and review coaching techniques in a confidential relationship thereby ensuring best practice.

Understanding your unique coaching style and how this can be used and adapted to benefit your client’s needs and optimise your own performance as a coach.

To clarify and explore your values and purpose as a coach and how these inform your choices.

Exposure to a wider range of coaching tools and techniques.

To get support and exploration during challenging times in your practice as a coach.

The supervisor provides a confidential relationship within which to consider ethical and boundary issues and other concerns.

How it works

Regular meetings of 1-2 hours to engage in deep dialogue and reflection on your coaching practice.

Use of Coaching Signatures TM to provide an evaluative and self-reflective psychological profile, which enables coaches to recognise and understand their most developed and natural coaching style.

Co-creation of an ongoing development plan for you to use to self manage your learning.

For more information on any of the services offered by
The Coaching House Ltd, please contact info@thecoachinghouse.co.uk

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