Companies come to us to support their people to grow through big changes, rather than being knocked for six. They also call on us to coach great leaders, to create a ripple effect in the organisation’s engagement and productivity.
Senior leaders often find their team is underperforming. We work together to boost the leader’s capacity to lead their people, with better business results as our end goal. For example, I was working with a senior leader who had a long-standing people issue. As a result of one coaching session, she realised that by swapping two people to the other’s role, she could provide each of them with the motivation they needed to succeed. She saved 6 weeks of thinking time, and that time saving alone was worth £14,000 to the company, not to mention to increased productivity gains from her team members, and heading off the risk of losing them and having to spend money on recruitment costs.
Promoted leaders often feel overwhelmed when they keep doing what they’ve always done. I help them to jettison the unnecessary tasks so that they can take care of their people, who will take care of the business. For example, I worked with a chief operating officer, who needed to delegate to his leadership team, and proceeded to develop them as his successors so that he could step up to more challenging and strategic projects.
Real learning and lasting change happen through experience, practice, reflection and reinforcement. Coaching is the catalyst that makes that happen. We have a track record of providing excellent coaching and action learning for a variety of corporate clients.
Whether it is 1-1 coaching or team coaching, the individuals and the business will reap the rewards. Business teams often have a problem with performing at their highest potential. I help them to embrace opportunities that will enable their business to thrive. For example, I had one organisational client where the team was held back by now unhelpful isolationist behaviours that they’d adopted to protect themselves from a bully. I worked with them to let go of those old behaviours to work more collaboratively in service of their clients.
“Had I not received coaching, I might have left the organisation as I was very likely to burn out.” [Given the research that organisations save at least 15 times a senior employee’s salary by keeping them, rather than having to replace them…] “I calculate that my staying saved the company somewhere in the hundreds of thousands of pounds in recruitment and on-boarding costs.” Fran Murray, Senior Manager.
Big business often find it difficult to engage their people’s hearts and minds. The old command and control approach had suppressed independent critical thinking of their employees. I work with organisations to enable them to move towards a coaching culture that will tap into the best, innovative ideas of their people. For example, I worked with one company whose vision was to “transform the company’s growth, by developing the world’s best talent for our clients, ourselves, and each other.” Through a mix of interventions, from top to bottom of the organisation, we moved the dial on their engagement and productivity.
We help passionate people to live their best story in times of change and in times of stability.
Contact us to talk about your organisation’s transition and leadership struggles and how coaching could support you.