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  

2

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  

3

Svennerstål  &  Partners’  coaching  model  combines  several   methods  and  theore8cal  approaches     NLP  

Leadership   Theory  

Cogni8ve   Psychology  

Organisa8onal   Learning  

Coaching  

Social   Psychology  

Coaching  

Psychology  of   learning    

4

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  

   

5

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  

6

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  

7

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.          

8