The Performance Consultant

Performance & Confidence coaching for executives, key personnel and entrepreneurs is dedicated to developing business leaders. It is an excellent way to unlock even more potential by providing one-on-one behavioural coaching.

It does this by defining a clear purpose then applying a set of proven coaching principles that result in real changes in behaviour. Experience shows that the most powerful driver of successful behavioural change is a client’s partnership with stakeholders to obtain feedback, reflect, and act upon it.

Performance coaching supports leaders by facilitating conversations with stakeholders and interpreting their suggestions about what and how to change, Coaching is about asking the right questions then providing a safe space to explore feedback and practice new behaviours; whilst providing the accountability needed to sustain change.

Key Principles of coaching

· The coaching is to be kept simple and focused: working on one or two behavioural goals is more effective than a blanket approach.

· Supports the leader to disclose these goals to key stakeholders, in order to create greater accountability

· Stakeholders are asked to focus on what the leader needs to change in the future, rather than on the impact of his or her past behaviour

· Encourages the leader to be conscious of practicing new behaviours, in asking for feedback from stakeholders and being adaptable to achieve the right results

· Bases success on the opinion of who the Leader influences more than the leader or the coach.

The simplicity of this approach is what makes it work. The coaching relationship creates focus and clarity around the actions that a leader needs to take. In certain situations a more discreet approach may be necessary initially; in which case, we adapt the coaching assignment to meet the individual needs.

How long will it take?

Behavioural change takes time, practice and commitment; as such a coaching assignment will normally require a six month period. It begins with an initial conversation to assess whether there is a good fit and ‘buy in’ from the leader. If there is a mutual decision to move forward; sessions usually take place twice a month, either face-to-face or by phone. The frequency, duration, and type of meeting varies depending on the leader's needs and travel schedule. The initial months generally require more work together than the later months with an understanding that the engagement may be extended or terminated early, if desired.

What situations suit this type of coaching?

I have coached Leaders in a variety of situations and across various sectors from entrepreneurial IT start-ups, the voluntary sector to newly appointed directors of Blue Chip companies. Often the skills used and needed by people to reach a certain level of success or position; tend to change when they breakthrough to the next level or phase of organisational development. Using this approach to leadership development is very effective, purpose driven and due to its systemic nature adds value throughout the organisation.

Coaching is effective for:-

· Integrating a new Leader into the team

· Raising a Leaders self awareness and confidence

· Developing soft skills and influencing skills

· Preparation for important meetings and presentations

· Enhancing coaching and facilitation skills

· Improving work life balance

· Strategic Visioning, Planning and Implementation

A range of tools may also be implemented including

· Insights Discovery

· Competency Profiling tools

· 360° Evaluation

· The use of proven coaching models

If you would like an initial conversation phone me on;-

+44 (0) 7733 121 967
or Skype message The Performance Consultant