Throughout the world large and small companies are increasingly turning to coaching as part of their executive development plans.
This is fuelled by the belief that one on one interaction with an objective third party can provide developmental opportunities that other forms of organisational support cannot provide. Coaching is one of the most effective ways to get the best from people and many organisations have recognised its potential to create a high performance culture.
At the heart of coaching is the principle of empowerment directed towards enhanced personal and organisational performance, better work-life balance and higher motivation. It has been described as:-
unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them (Whitmore, 2003);
a collaborative, solution focused, results-orientated and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee (Grant, 1999);
a professional partnership between a qualified coach and an individual or team that supports the achievement of extraordinary results, based on goals set by the individual or team (ICF, 2005);
the art of facilitating the performance, learning and development of another (Downey, 2003).
Executive Coaching can be seen as a partnership between the coach, the client and in some instances the organisation. It principally focuses on the needs and goals of the executive and where necessary the organisation. It can be seen as an individualised developmental process that develops one’s capabilities to achieve short and long term objective goals. It is a partnership relationship designed for maximum impact and is based on mutual trust and respect.
Executives today are caught in times of unprecedented organisational change. There is increasingly greater demand in the workplace for immediate results and business leaders and executives are progressively under more and more pressure to deliver high performance. The guidance and feedback provided by executive coaching relationships can provide the key to continuously meeting higher challenges.
Inspiring Excellence can:-
provide the on-going professional support that today’s executive needs to stay ahead in the business environment
offer confidentiality, objectivity, motivation, practical advice and best practice coaching skills
create a discreet environment in which each individual can work with freedom to talk about their personal and business issues
assist in formulating a meaningful Personal Development Plan with measurable goals to enhance personal performance and meet best practice corporate expectations
develop a co-active relationship and work on the basis that the executive is already functioning well but wants to move to a higher level of effectiveness
provide a challenging environment where the executive is encouraged to use his/her experience to find solutions and achieve an enhanced level of performance.