Statistics tell us that more than a third of new hires will start looking for a new job within the first 180 days of employment and the organizational cost of employee turnover is often greater than 100% of the replaced employee’s salary. Onboarding coaching is designed to accelerate a new executive’s: cultural adaptation; implementation of work processes; identification of critical networks; ability quickly and effectively define or adopt the organization’s value proposition.
Transition coaching is designed to help managers succeed during an adaptation period of professional/career changes. When an individual finds him or herself in a new, unfamiliar position, especially as a leader, they can benefit greatly from coaching which guides the leader while they explore and adjust to their new position. The overall goal of transition coaching is to promote a mindful approach that assist the person in transition to avoid pitfalls and help them to effectively implement a targeted, actionable transition plan that delivers business results.
Leadership coaching skills development
Enhance your management skills by using well-proven coaching techniques, which you will learn during one or more sessions with a knowledgeable coach. These techniques will allow you, as a leader, to improve your everyday relationships with other people within your organization.
One-on-one executive and leadership coaching
In the war for talent, savvy organizations use the development of high-potentials and the continuous development of current executives’ leadership skills as critical tools for employee engagement. Executive and leadership coaches help these key employees to perform at their maximum potential, navigate obstacles and avoid failure.
Learn from other’s that have already walked in your shoes. Mentoring is a process of guiding you, as a leader, based on the mentor’s extensive experience in the sorts of issues that you are facing. It builds on some communication skills that are shared with coaching, but the mentoring relationship is based on sharing more personal advice and information.
Coaching is also an excellent approach when an individual is faced with a set of challenges that are context- or performance-specific. These may include: Managing a project in a complicated setting; Dealing with a difficult employee, colleague, boss; Solving a problem that doesn’t have a familiar or apparent solution; etc. In such situations, the coach will act as a thinking/brainstorming partner, help the client reframe the situation, consider different alternatives, and approach the challenge in a novel and more effective fashion.
Team coaching builds trust, mitigates conflict, encourages communication, and increases collaboration and that is good for any organizations bottom line. Our coaches use a coaching model to work with in-tact organizational teams who are confronted with a specific set of challenges within their environment. The coach facilitates a one or several coaching session(s) with the group to help address and work through these challenges. Coaches are experienced and may use a number of ancillary tools such as team diagnostics, team profiles, etc.
How do different generations of employees communicate with one another? Share their unique expertise and communicate more effectively, efficiently and with greater satisfaction. There are clear differences between the generations in terms of knowledge bases and styles. And bridging those divides is part of the work that is embraced by an intergenerational coaching approach.
Custom-designed coaching programs
Allow us to design a coaching program for your organization based specifically on your unique wants and needs. Your designated coach will help you to identify and refine the areas that need attention, and facilitate the coaching sessions to pinpoint those areas. Our coaching program may be tailored to your context and needs in a number of ways: Varying the number, duration, modality and cadence of coaching sessions. Using various diagnostic tools (psychometric, 360, interviews, etc.) Blending the coaching with other development activities such as workshops, webinars, co-development sessions, and eLearning modules. Launching the program with a thematic seminar targeting the specific needs of a larger audience (e.g.: employee engagement; agility and resilience; women and leadership; etc.)
Communities of practice represent ways of bringing people together who share certain expertise on certain topics. In particular, in a world that has embraced coaching so wholeheartedly, there is a need for people to learn from one another and their successes and insights that often requires bringing people either virtually or face-to-face so that they can share knowledge, wisdom, insights to better improve their ways of work.
Introduction to values-based (coaching) cultures
Not all forms of coaching will work for all situations. As a decision maker within your organization, you need to be able to identify the unique aspects of your own organizational cultures and align your organization with appropriate types of coaching. An introduction to values-based coaching cultures will help you to better understand and make decisions based on those unique aspects.
Coaching for innovation
Our coaches use methods that help propel innovation within an organization. This method encourages people to come up with ideas and present them, and not to be concerned about whether or not they will fail. It encourages employees to work together to improve on each idea to ultimately present successful solutions.
The retreat offers a relaxing setting where the members of the board or executive committee can review the year’s performance and consider the development of plans without constant distractions. It is also an opportunity to strengthen team relationships and set goals for the upcoming year.
We can offer board level specific coaching related to:
1. Board culture — moving from ceremonial boards to liberated boards to progressive boards — and the implications for board culture. Board culture can be constructively influenced and shaped and contributes to the effectiveness of governance.
2. Board leadership — the importance of board leaders fully understanding and stepping into their role, defining the board mandate with clarity, and leveraging the full power of their board.