Coaching 1
Coaching – an overview Client needs
Results
§ GeCng support and tools for individual development of leadership to improve organiza8onal performance § To get help in developing the strengths and weaknesses, e.g. by building self-‐confidence, enhancing communica8on, generate policy op8ons, strengthen posi8ve behaviors and make important decisions § Individual leadership development § Strategy implementa8on/conversion § Support culture development § Development program for leaders of tomorrow § Development of management
§ Develops a conscious leadership. § Coaching of leaders on the basis of both individual and organiza8onal goals generates new ini8a8ves and strengthen the organiza8on's a;rac8veness § Prevents and manages problems encountered in the organiza8on § Promotes an organiza8on where feedback is seen as a natural feature, and strengthens the transparency of the leader's strengths and areas for development § Ability to develop leadership, leading to more mo8vated employees and ul8mately producing results for the organiza8on § Communicates the importance of leadership and a posi8ve belief in human development poten8al
Coaching
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In order to meet organiza8onal needs and challenges, we may conduct a Leadership Assessment that clearly shows individual circumstances and aspira8ons.
Coaching
The individual's circumstances and aspira8ons
Coaching
The organiza8on's needs and challenges
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Svennerstål & Partners’ coaching model combines several methods and theore8cal approaches NLP
Leadership Theory
Cogni8ve Psychology
Organisa8onal Learning
Coaching
Social Psychology
Coaching
Psychology of learning
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The methodology is designed to create significant results in leadership
Each step in the coaching program is designed to create sustainable development for both individual and organiza8on.
Insight
Mo8va8on
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Competence
Exercise
Mee8ng 1 -‐ 7
Coaching
Feedback
Repe88on and follow-‐up
Svennerstål & Partners is a long-‐term and effec8ve partner for coaching managers and organiza8ons Business understanding, applied psychology and a strong focus on leadership
EMCC and ICF cer8fied coaches
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Coaching
Based on trust and respect for ethics and personal integrity
Coaching
Individual, group and organiza8onal perspec8ves
We strive to help the individual leader address organiza8onal as well as management-‐related problems
The conversa8on will lead to the managers solving their tasks be;er, improving their leadership approach a nd geCng a broad view of the issues that come up in leadership discussions. is based on the current situa8on of the leaders who address us. Its The structure various components are:
• Descrip8on of current work situa8on and current issues • In-‐depth interview/test situa8on, the leader as a person and his/her condi8on to develop/lead ac8vi8es • We address the issues and discuss how we can best solve them together • We divide each issue into different fields and try to manage one by one
is led by highly professional consultants, who have extensive experience of the The coaching conversa8on between two people. We adopt a psychological and educa8onal approach in our discussions and we also have experience in psychotherapy and psychoanaly8c approaches.
Coaching
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Regardless of approach, the Coaching follows the same structured process
Ini8a8on and dialogue # 1
Objec8ves Establish goals of the opera8on. Understand the individual and organiza8onal condi8ons. Iden8fy individual development areas. Ac8vi8es Establish the process: number of mee8ngs, types of interven8ons, etc., test the person's willingness to be coached. Gather informa8on about the client's organiza8on, goals and leadership orienta8on. Implement dialogue #1, where the individual's current leadership is clarified. Iden8fy 2-‐3 areas for development. Agreement between coach and client
Coaching
Dialogue Samtal ##2-‐5 3
Objec8ves Working closely with the individual, change and develop leadership in the agreed direc8on. Ac8vi8es Conduct coaching dialogues. Run through the task since the previous mee8ng. Assist with new data that support leadership development. When necessary, use tools that support the individual learning. Use the opportunity to observe the individual in his/her everyday life. Build the founda8on through leadership assessment/ feedback. Meet regularly during the agreed period. Return repeatedly to the goal. Use specific tools when necessary, e.g. observa8on exercises, 8me measurement, valua8on surveys and priori8za8on exercises.
Dialogue #6 and evalua8on
Objec8ves Working closely with the individual. Evaluate effects of the coaching effort and create a con8nuous development plan. Ac8vi8es Conduct coaching dialogues. Run through the task since the previous mee8ng. Assist in crea8ng the con8nued development plan. Create space for mutual evalua8on of the objec8ves, process and rela8onship.
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