Our one-on-one executive coaching gives senior executives the attitude, knowledge and tactics to thrive. We use insights from Olympic sport, business and psychology to help leaders Act powerfully, Relate well and Think straight – the ART of Performance. We can help people tackle whatever is holding them back from what they are really capable of. That could be adapting to a new position, heading and building a new team, or leading people in complicated circumstances. Or it might mean working with people who are falling short of their potential, or tackling tricky relationships that get in the way of work.
The ART of leadership
We recommend the following executive coaching programme for senior leaders:
- An initial meeting to ensure the right fit between client and coach
- The coach then meets with client and line manager to agree the business outcomes.
- If appropriate, the coach interviews the client’s colleagues to seek confidential feedback. This helps our client become more aware of his or her leadership impact, and makes the coaching more powerful because the coach knows the team and working environment. The coach may recommend a psychometric profile where it will add insight.
- 7 executive coaching sessions, each of up to 2 hours duration, spaced over 6 – 8 months. These meetings may take place on-site or away from work. Video conferencing is an option when clients are based outside the UK.
- The coach is available for ad hoc phone or email contact.
- At the conclusion of the coaching, client, coach and line manager meet to review progress.
We will always tailor our approach to your situation. For example, we can use existing 360 feedback reports or structure a shorter programme of 3 coaching sessions before we review progress.
Why executive coaching?
People choose to work with an executive coach for many reasons. It can be part of a formal talent development process, or in response to a specific need. In the past, executive coaching was often perceived to be remedial. Now, it’s recognised as a normal part of professional development.
If you’re new to coaching, here’s a useful article in the Financial Times.
Here are some typical scenarios for coaching – click on each heading to take you to a case study:
Senior leaders in particular turn to a coach to provide a confidential sounding board, to reflect on their challenges and opportunities and to test their thinking. A good coach will ask insightful questions and share their own experience to add real value.
Many talented and ambitious people find themselves held back by specific aspects of their behaviour, such as how they communicate with colleagues, or how they respond under pressure. A coach can help to polish a rough diamond so that they really shine, through developing their awareness and teaching new skills.
Stepping up to a new role can be challenging, and it often requires new approaches. Coaching can help you hit the ground running and ensure that you quickly get to grips with a new role or a changed working environment.
Whatever your situation, coaching will only be truly effective if you are motivated and engaged. It rarely works if you feel you are being pressured to do it.
Performance1 has a core team of UK based executive coaches – see Our Team for their details.
In collaboration with our partner organisation Mainstay International, we also have access to an international network of highly accomplished coaches and facilitators.
How does executive coaching help?
- Strengthens your talent pipeline
- Reduces the collateral damage caused by talented but unpolished leaders
- Gives leaders the space and time to think freely
- Retains and grows next generation leaders
- Tackles underperformers
- Enables people to step up to more complex roles