Coaching is about driving sustained behavioural change.
Coaching Philosophy
Executive coaching is focused on delivering sustained behavioural change directly linked to the business priorities of the organization. It is an accountable, time based intervention, targeted specifically towards agreed goals
The process involves four key modes of interaction between the coach and participant- which I refer to as the 4c model of coaching.
The 4cs are- Context-Courage-Commitment-Consequence.
Context
Coaching is contextual.
Understanding the culture and values of the organization, key market sector constraints and how these impact on the individual is key. Equally we need to understand the individual’s context-their journey to date and the synthesis of their experience to this point in time. In essence, it is about benchmarking where the participant is at, focusing on their values alignment with those of the organization.
Courage
Coaching is about driving sustained behavioural change.
Coaching requires participants to look deeply into themselves, to be honest about what has worked well and what has not worked well. It requires them to be vulnerable and to try things that will push them out of their comfort zone. It requires courage.
Commitment
Coaching is not a spectator sport.
When necessary, participants need to be committed to change. They need to allocate the time and space to work on themselves. They need to have a clear focus on what success will look like for them, develop a plan, share it with others and then go for it, wholeheartedly. If things don’t work out as planned, they need to be resilient and refocus on what will work.
Consequence
Coaching is accountable.
Participants need to define the implications of achieving their coaching goals and to be realistic about the consequences of not achieving them. Participants need to look into themselves and ask critical questions in relation to where they are at in their careers and what more do they need to do- in order to achieve their goals.
The coach’s primary role is to support the participant throughout the process by listening, challenging and resourcing, where necessary.
Executive Coaching
Coaching is an accountable process. It should be time based, goal oriented, triangulated with a sponsor and measured.
Team Coaching
Forming effective executive teams often presents organizational and personal challenges. For many executives, the move to a collaborative style of working that is not based on traditional authority and siloed business lines can be an uncomfortable transition.
Leadership Development
The pressure on executives to perform has always been a constant. However, over time, I have seen a fundamental shift in the way executives deal with that pressure.
"I have found my coaching with Mike to be extremely valuable. I found his style thoughtful and insightful, yet constructively challenging. Mike challenged me to look at my leadership and its impact in a different light. Mike’s experience, viewpoints and coaching approach were extremely helpful in assisting me to understand the leader that I am, the leader that I wish to be, the key development initiatives that will assist me on my path forward."
"Mike is a seasoned coach who will tell you how it is. He will challenge your thinking and let you run with your ideas while guiding you towards your agreed outcomes. I am a better leader, both strategically and tactically for having worked with Mike!"
Executive Coaching
- Coaching is an accountable process. It should be time based, goal oriented, triangulated with a sponsor and measured.
- Development goals should be linked to business and organizational goals.
- Coaching aims to achieve sustainable behavioural change. It is not a quick a fix to a short term issue.
Programs
All coaching programs are tailored to suit individual needs. However, the following programs will give an overview of what can be offered.
Targeted coaching Program:
Focused on executives at key career moments, the targeted coaching program aims to assist executives to develop the practices and behaviors necessary to take the step to the next level. Ideally suited to those transitioning into new roles.
Key features
- Role review and needs analysis
- Benchmarking [use of psychometric tools and/or 3rd party feedback]
- Goal setting plan+ triangulation with key sponsor
- Coaching sessions focused on practices and behaviors
- Final triangular+ closure meeting
- Recommendations for next steps
Performance Coaching Program:
Targeted to executives in more senior roles, looking to broaden their leadership toolbox, and develop mastery in key practices and behaviours. Ideally targeted to executives looking to truly understand their leadership capability and to take on more responsibility in their existing organizations.
Key features
- 360 degree feedback, or 3rd party feedback
- Interviews with senior line manager[s]
- Gap analysis
- Goal setting plan + triangulation
- Development of leadership narrative
- Coaching sessions
- Final triangulation+ closure meeting
- Recommendations for next steps
Insights Coaching Program:
Targeted to executives looking to transition to C suite/ general management roles. These leaders have developed mastery in a variety of leadership roles but like high performing musicians/ athletes are looking to develop that edge by constantly looking to improve at the margins. Senior leaders are called on to use their experience in first time situations- pushing the boundaries of personal awareness and ambiguity. This program enables them to explore these aspects of self through a series of reflective coaching sessions.
Key features
- CEO/Board interviews
- Use of psychometric evaluations[ in particular the Hogan leadership Series]
- Purpose led leadership –what is my purpose/motivations?
- The role of reflective practice
- Goal setting/triangulation
- Coaching sessions
- Experiential practice[adaptability in first time situations]
- Final triangulation and closure meeting
- Recommendations for next steps
"Mike was proactive in planning and taking a considered approach to our executive workshop. He executed his planned program seamlessly and facilitated productive and meaningful conversations that lead to a detailed action plan. The workshop exceeded our team’s expectations and delivered significant value for the next 3 to 5 years of our growing business. I highly recommend Mike."
"As a result of the way in which you conducted the workshops, we were able to uncover some critical elements of the school’s culture which I was very keen to address. Your awareness of the needs of the individuals in the group was very high, and as a result of the program together over some six months we have started to develop a very strong team which has improved levels of trust and a stronger sense of obligation toward each other in terms of professional accountability."
Team Coaching
Forming effective executive teams often presents organizational and personal challenges. For many executives, the move to a collaborative style of working that is not based on traditional authority and siloed business lines can be an uncomfortable transition.
The skills and practices of non-authority styles of leadership are skills that can be learnt and practised. However the creation of a multi-functional/discipline team often creates a period of disequilibrium for executives as they move through a period of change.
Executives will resist change if they do not perceive it to be of benefit to them and if they feel they are going to lose something. It is therefore critical to surface any potential tensions early in the team development phase and lessen the process of disequilibrium so that it does not create paralysis or drive selfish or factional behaviours.
Hamer Coaching offers a range of team coaching interventions, individually tailored to the specific situation.
The team transformed from a team in its beginning stages – marked by individual professionals at the top of their game, but working independently – to one that was cohesive and enterprise-wide in its approach. I now observe the team to be supportive of each other in challenging times and functioning synergistically when projects or tasks are undertaken. The team meet regularly socially and a personal relationship has been forged that transcends the normal professional one. USQ is now benefiting from this strong leadership team in direct business outcomes.
Leadership Development
Where leadership is at today?
The pressure on executives to perform has always been a constant. However, over time, I have seen a fundamental shift in the way executives deal with that pressure. The primary thrust of that shift has been the move from reliance on self and one’s personal ability to the reliance on others and their abilities. The demands of modern business life dictate that no longer can the individual executive do it all alone. Engaging, influencing and motivating others has become core to modern leadership.
This shift continues to cause problems. Many executives have been brought up to rely on their ability to get things done. It has been the basis of their success and subsequent promotions. They take pride in delivering and they get rewarded for doing so. And there’s nothing wrong with that. Quite the opposite. However if it’s the only tool in the leadership toolbox, well as the saying goes, if all you have is a hammer…….
I’ve had wide experience of both designing and facilitating leadership programs. Over time, I believe there are a number of essential ingredients for program success. The most important of these is senior executive sponsorship. If the person at the top of the organization doesn’t create the imperative as to why the program exists, my experience is that participants don’t buy in as deeply as they do when that sponsorship exists.
Please contact me if you’d like to discuss how I might help you design and implement a program. I’m very happy to work in collaboration with others- whatever ensures the most effective outcome.