"Leaders have powerful impacts on their organisations" - Daniel White in his book Coaching Leaders
And there is no absolute set of leadership practices that will succeed in every organizational environment, the key to a leader’s success and therefore the goal of coaching is adaptation. The overall goal of leadership coaching is to help clients adapt successfully to their environment so that they can produce tangible results. The goal of adaptation enables the coach and client to focus on what will make the client most successful in their unique environment.
“If you’ve ever been a person who somebody else was trying to ‘”fix,” you know what that feels like as a living system. Nobody wants to be “fixed.” In fact, nobody wants to be changed. People, regardless of their culture or profession, have an immediate resistance to change. But people are interested in developing and in growing; if you ask them if they want to learn or grow, they will say yes. It’s a completely different question than wanting to change. Understanding the world of the living-growing phenomenon is the entryway for people who are intuitively in tune with real change processes.” – Peter Senge in an Interview with Richard Di Giorgio, December 2004
Cognitive Psychologists say that we as human beings have mental models that we develop in childhood, that influence the way we perceive the world. As we grow older our mental models mature and expand to incorporate our worldview and our experiences and these models increase in complexity and nuance. We use our mental models to navigate through life without having to think twice. However, at some point these mental models may not be serving us as they have become so much a part of our psyche that we are no longer aware of how our behaviour has been affected and what beliefs, values and assumptions have made those models obsolete.
"What lies behind us and what lies before us are tiny matters compared to what lies within us"
- Ralph Waldo Emerson
How can an olympian not have a coach? Olympians continue to thrive and improve when they have a coach alongside them guiding them and pushing them towards heights of success. Even at the heights of success to maintain their form, they need their coaches. Leaders aren’t much different.
How can the organisation benefit from their leaders being coached?
There are many reasons for organisations to introduce Leadership Coaching, here are 3 reasons:
- Performance improvements : There is a direct correlation between getting a coach and improved results. There are numerous studies and metadata to support this claim. Results can be seen sometimes in as little as 3 months time.
- New Insights : In a coaching conversation, there are new insights and shifts more often than not. When thinking in a reflective space, deep and rich insights are the norm. Oftentimes these powerful insights can be life-changing.
- Holistic perspective : We hold many values and beliefs so close to ourselves, that we are blind to them. Having these values and beliefs pointed out to us, while highly uncomfortable, can shift our worldview and open up our minds to what we hold dear.
Greater impact and influence with others and outcomes
New strategies for being more effective (at every level within the organisation)
Expanded leadership competencies and presence
Practices that support and sustain new behaviours and new outcomes
Enhanced communication, relationship and trust building skills
Greater emotional awareness and capacity
A higher level of creativity and innovation
Coaching has a proven return on investment (ROI)
No matter the circumstance, continuous people development is key to a healthy organisation. If you want to invest in your company, invest in your people. Leadership development helps leaders make better, more efficient decisions. Fostering growth and development of leaders is central to the ability of organisations to perform optimally. An external coach can provide unbiased advice and a sense of safety as oftentimes, managers can be uncomfortable with internal coaches and won’t open up if they fear the information they reveal may be used differently than they intended.
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Source: ICF Global Coaching Client study 2016
Fast Fact -
Middle managers are often frustrated by trying to meet the needs of both their superiors and subordinates, while feeling as though their own needs are ignored and their efforts underappreciated. They often see themselves as caught in an endless cycle of tedious work with a meagre, inequitable salary and no promotion opportunities in sight.
Retirement, job promotion, and even poor leadership selection can all put a tremendous pressure on an organisation to find leaders with the right skill set and experiences needed to bring success to the company while fitting well with the organisational culture. Give your managers the tools and resources they need to succeed through our customised programmes.
Impact of Coaching
- 86% made their investment back
- 99% – somewhat or very satisfied with overall experience
- 96% would repeat the process