Supporting your executives through coaching
Let’s face it, if you’ve reached any kind of executive level within an organisation, you can’t be too bad at what you do! It’s also probably true to say that over the years you’ve had your fair share of management training. You’ve seen the different models come and go, you’ve adopted some, adapted others and thrown out those that haven’t worked, and finally you’ve settled into the stylistic groove that has worked best for you.
How coaching can help your organisation thrive
Engaging in a coaching for your organisation can seem a little daunting, if not a little expensive. Most organisations development budget needs to deliver some level of volume, you’ve got a significant population to reach out too, so the obvious route is to focus on approaches that maximises the cohort size per pound or dollar spent.
Supporting your managers with a coach
Isn’t coaching too expensive and just for the leadership?
The value of supporting your managers with a coach is now undeniable, it is in fact the development mechanism of choice for most C Level executives and senior managers. It’s also increasingly desired amongst middle management too.
How to prepare to be coached
Coaching is like a car journey. As the coachee, you’re in the driving seat. You’re in charge of steering, and you control the speed of the car. The coach is in the passenger seat, and they offer navigational assistance. This is a well worn but useful description of a positive coaching relationship, and you’ll notice that it puts a strong emphasis on the contribution of the coachee.
Hybrid (is not) working
On January the 7th 2022 Camilla Cavendish wrote an article in the UK Financial Times entitled ‘It’s time to admit that hybrid is not working.’ It makes the case that CEO’s maybe tiptoeing around the return to work question, while the balance of focus on staff wellbeing has overcome the imperative for organisation or even customer wellbeing.
The road to coaching | Part 2: Lightbulb moments
I am now 8 weeks into my coaching course, and it would be fair to say that a lot is changing for me. I expected to learn new skills that I would use in a work context. I did not expect a fundamental shift in the way I think and communicate in all walks of life.
How big is your romi?
How big is your what? Your Romi - that’s your ‘return on meeting investment' of course! Yes, that really is a thing. It’s a value indicator of the combined salaries of the meeting attendees for the meeting duration, less an estimation of the value generated via that meeting.
What are the two big differences between ‘hybrid’ and ‘remote’ working?
Much of the narrative around digital working seems to have taken a shift away from ‘Remote’ towards the term ‘Hybrid’. Many clients we are speaking with are expecting, even planning, to continue their post covid experiment by having some kind of mixed working arrangement in the future.
The road to coaching | Part 1: The first hurdle
To learn and progress often means to have ones presuppositions exposed and challenged. Although I expected this, i’m not sure I anticipated such a challenge so early in my journey to coaching. The first hurdle I must clear is the concept summarised in this extract from Coaching For Performance:
“That our beliefs about the capability of others have a direct impact on their performance has been adequately demonstrated in a number of experiments from the field of education.
The road to coaching | My journey from novice to pro coach in real time!
When I was a child I dreamed of growing up and becoming a coa… Hold on, lets try that again.
When anyone ever asked me “what do you want to do when you grow up?’, I always said the same thing without hesitation, I would love to be a coa… Okay, third time lucky.