Leadership Coaching, Direction & Development

Are your managers transactional leaders or transformational leaders?

Is Coaching a latest fad or an essential leadership strategy?

Why Executive Coaching?

  • Stronger goal setting with higher clarity on outcomes desired.
  • Increased self awareness leading to better decision making.
  • Exponentially enhanced critical communication skills resulting higher value outcomes and decreased setbacks, stuff ups and general outcomes of poor communication in teams.
  • Develops thinking and creates ‘leaders’ rather than ‘managers’ through enhanced thought processes.
  • Secures greater accountability.
  • Correcting behaviour through self awareness.
  • Increased return on investment, performance and profits.
  • Retention of high value employees, reducing turnover costs.
  • Develops transactional leadership to transformational leadership.
  • Accelerate learning for rapid growth and return on investment.

 

Training vs Executive Coaching.

Studies have proven and given Executive Coaching official status above training for sustainable learning and effective behavioural change.
Queensland University of Technology (QUT) School of Management Lecturer & Ph.D student, Fran Finn undertook a study in 2005 to determine the impact of coaching versus training in a large public sector organisation. The pre and post 360 degree feedback results indicated that after only one year of executive coaching the Leaders being coached outperformed the Leaders who simply received training, on 4 out of 5 measures.

 

What The Studies Show & Experts Say.

A study conducted in 2001 of 100 executives who had completed coaching programs between 1996 and 2000 found that When calculated conservatively, ROI averaged nearly $100,000 or 5.7 times the initial investment in coaching. According to Phillips (1997), if a program is not generating at least 25 percent return on investment in its first year, it should be considered to be an undesirable investment.Viewed in this light, we can say with confidence that executive coaching is a very valuable investment.
McGovern, Ph.D, Snr VP Manchester Consulting – Maximising The Impact Of Executive Coaching.

 

Developing An Executive Coaching Program With ROI

When developing an effective coaching program resulting in sound return on investment, the important factors and basis of a successful program takes into consideration:

1) Purpose

Generally coaching programs fall into two broad categories:

  • Change Orientated (i.e. an emphasis on supplementing and refocusing participants skills
  • Growth Orientated (i.e. an emphasis on accelerating learning curve or performance)

2) Structure

The program is structured with key elements of:

  • Goal Setting
  • Feedback
  • Accountability
  • Support

3) The Coach

  • Philosophy & Model
  • Credentials & Training
  • Culture Fit

4) The Coachee

  • Motivation & Commitment
  • Coachability
  • Succession Potential

5) Measurements & Tools

  • Assessment Procedures
  • Observable and/or measurable outcomes desired
  • Tools & instruments (e.g, multi-rater surveys, personality instruments)
  • Feedback mechanisms and process

6) Duration & Method
Group/one-on-one/face-to-face/remote
Typically 6-12 months

 

Corporate Canary Coaching Programs & Workshops

Workshops


The Foundations Of Coaching

This workshop is designed for new and seasoned line managers who are developing a coaching management style and for organisations who wish to adopt a coaching based culture.
Exploring essential foundational coaching elements such as What Is Coaching? Why It Differs From Training, What It Is and Isn’t, Key Coaching Qualities & Skills, Coaching Models & Concepts, Coaching & The Brain and Techniques for Gaining Lasting Accountability. This workshop is ideal to kick off a coaching program for leadership teams to create a unified approach to management across the organisation.

Workshop participants receive a copy of ‘The Tao of Coaching’ by Max Landsberg to support their learning. See video review here.

Effective Feedback Models and Techniques

This workshop is an ideal compliment to the Foundations Of Coaching and delves specifically into how to give effective and productive feedback, techniques and models to use and when to use them. Covering the critical mistakes managers make when giving feedback and how to avoid them it ensures leadership can confidently gain improved behaviour and corrective outcomes and results from their teams without damaging relationships.

 

One-on-One Coaching Programs

Face to face or remote

 

Coaching The Coach
6-12 month Executive Coaching programs and packages specifically designed around teaching and coaching how to develop a coaching management style, create a coaching plan for individuals & teams and focus on the development of specific coaching skills and qualities.
Using 360 degree feedback (Appraisal Smart) and personality profiling tools (McQuaig System) Corporate Canary works with Executives to define measures for program success at the start of the program that can be evaluated for successful learning and behaviour change or enhancement.

 

Corrective Coaching
6-12 month Executive Coaching programs that focus specifically on identified regressive or specific behavioural issues. For executives who have ‘lost their shine’ or are highly skilled and valued yet their behaviour is causing problems.

 

Transitional Coaching
6-12 month growth oriented coaching for rapid development for unseasoned executives or grooming junior leaders for promotion or in newly promoted positions. Using tools to increase self awareness and focus on specific skills and self confidence, decision making to support them in stepping up to greater responsibility and more complex people management.