Approach

The Role of Executive Coaching

Coaching is used for:

  • Identifying and facilitating self-awareness of a personal portfolio of strengths and weaknesses
  • Addressing weaknesses in critical areas so they don’t detract from performance and inhibit employees from reaching their full potential
  • Developing and leveraging existing strengths
  • Identifying the need for, and developing, new skills
  • Helping individuals more effectively fit the desired organisational culture
  • Providing an objective external sounding-board for executives and managers to clarify and articulate their thinking.

Coaching is often about minimizing the impact of negative factors that inhibit employees from reaching their full potential.

Coaching can also be about defining and leveraging a manager’s strengths for the benefit of the organization.

Areas of attention can include:

  • Performance Coaching focused on specific competencies
  • Teams Coaching on Infrastructure Projects
  • Career Path Coaching

Performance Equation

Click below for further details.

Of course in many situations the needs of a coachee will cut across these categories and this will be reflected in the individual’s Development Plan.

Leadership

  • overly dependent on one style, need for better balance: e.g. too autocratic or avoids confrontation, over or under delegates
  • achieving outcomes thru others or only thru self
  • level of charisma, presence, impact, dynamism
  • performance management capability (length of time to address issues)
  • level of composure
  • ability to adjust style to suit needs of individual and situation

Managing Up and Across

  • managing your boss, managing multi bosses (matrix organizations)
  • ability to influence others
  • smart ways to network
  • art of persuasion
  • positive peer relationships

Interpersonal Skills

  • listening, empathy (too much or not enough), approachability, openness
  • communication on ‘first contact’

Results Focus

  • level of energy, drive, tenacity to meet or exceed goals
  • speed of execution
  • quality of outcomes
  • financial acumen
  • level of understanding of business fundamentals
  • degree of pragmatism and operational focus
  • initiative

Strategic Orientation

  • capability to think, plan and articulate vision
  • level of external focus
  • analytical capability (ability to deal with concepts and complexity)
  • dealing with ambiguity
  • business acumen
  • written communication skill
  • ability to translate ideas into outcomes

Customer and Market Orientation

  • relationship development skills, technical or product knowledge, negotiation skills
  • market knowledge
  • level of customer/external focus

Decision Making and Risk Taking Capability

  • overly conservative or risk adverse (confidence issue)
  • analysis paralysis
  • excessively consensus driven

Planning and Organizing Capability

  • discipline in use of processes, systems
  • project management capacity
  • multi task capacity
  • time management
  • prioritization
  • concern for excellence
  • administration capability

Change Focus

  • openness or resistance to alternatives and new ideas
  • ability to go outside comfort zone and push beyond known boundaries
  • creativity
  • entrepreneurial skills
  • external focus capability

People Development

  • quantity and quality of pipeline of high potentials and successors (team building capability)
  • level of assessment and structure used in development and replacement planning
  • management and retention of top performers/ high potentials
  • mentoring and coaching
  • Bringing disparate roles and functions to work together to achieve project goals of budget, time & quality by building up bank accounts of “trust” between parties so that each has the “back” of the other and decisions are made on what is best for project
  • Experienced within Australia and on overseas projects
  • Coaching scope includes Road Tunnel, Civil Road and Motorway, Metro, Rail and Rail Tunnel Projects
  • Position examples include construction, tunnel, M & E, civil, structures & zone directors and managers, project support functions, SPE’s & superintendents
  • Career Path Planning
  • Core Competencies for Success
  • Political Awareness
  • Organisational Agility
  • Building and Maintenance of Influential Networks
  • International Pathways
  • Profile Development
  • Managing Upwards
  • Personal Impact
  • Career Ambition
  • Work Life Balance
  • Self Awareness
  • Leadership in Australia (for expatriates posted to Australia)
  • Cultural Diversity
  • Expatriate Posting
  • Communication (patience, listening, humour, accent, vocabulary, business relationships)
  • Effective business trips
  • Cross cultural agility