Leadership Coaching

Industry: IT
Company size: Multinational
Level: Mid Senior Level Leaders
Participants: 19

Objectives

This programme provided individual mid-level leaders with a 1:1 six session coaching programme, over a period of 15 weeks. The programme was designed to support the development of selfawareness in coaching participants and to help them realize their
strengths and work on their areas for development.

The programme aimed to provide individual self-assessment of leadership competencies and allow the participants time and space to reflect on their assessment and take action to improve their leadership related skills. By the end of the programme, it was hoped that each leader would have a draft professional development plan that they could continue to work on with the support of their own manager.

Approach

Each participant was provided with six coaching sessions over a 15 week period. The first session took place on-site and subsequent sessions were held remotely. Each participant completed the competency self-assessment in session one and session six, which highlighted the competency changes at the end of the programme. All session notes were documented and shared with participants which helped to reinforce the learning.

Throughout the weeks, an action-focused approach was taken.. Where challenges or opportunities for improvement were identified, participants committed to specific actions that they felt would improve their ability to deal with the challenges they faced. They had a check-in the following week to assess the impact of their efforts. By the final coaching session, a draft Professional Development Plan was in place for each participant.

At a glance

Challenges

  • Meeting the customer demand operationally
  • Admin heavy tasks
  • Finding time to spend on improvement instead of fire-fighting problems

Results

  • Self-assessment competency changes were noted in 15 out of 16 Leadership competency areas.
  • On average, participants were 10& more satisfied with their own job performance
  • 92% of participants reported that the programme had helped them grow in selfawareness.

Outcomes

1. Competency Measurement- Self Assessed

It was clear to each participant how they felt about their leadership competencies. They now had a competency measure in 16 leadership areas and an awareness of their competency levels had changed over the course of the coaching programme and through their own actions.

2. Individual Professional Development Plans

Each participant was provided with a clearly documented professional development plan, based on the work they had completed during the coaching programme. This highlighted their goals, their strengths, their areas for further development and the actions they were committed to taking to move further towards their goals

3. Organizational Report and Recommendations

The HR department were provided with a report of the average competency levels and the average change in competency levels over a 15 week period. This helped to identify patters and systemic issues which could be used to inform future learning and development investment.

Testimonial

“Coaching provided the opportunity t o reflect, adjust and refocus.”

“I found the coaching sessions beneficial. I learnt more about what is happening for me subconsciously”

“I felt that the c o aching was very beneficial in a number o f ways. Catherine helped me reflect on my decisions and how I can apply techniques to improve those decisions. She helped me increase my self-awareness in all aspects of my work life and identify areas of strength and areas i need to improve on. she helped me focus on both short term and long term goals – and how to break them down into workable steps.”