• МЕЖДУНАРОДНАЯ АККРЕДИТОВАННАЯ ICF ПРОГРАММА ОБУЧЕНИЯ КОУЧИНГОВЫМ ТЕХНОЛОГИЯМ В БИЗНЕСЕ «ЛИДЕР КАК КОУЧ»INTENSIVE TRAINING GROUP
    6 DAYS IN JURMALA! June 2014

    INTERNATIONAL ICF ACCREDITED TRAINING PROGRAM COACHING TECHNOLOGIES IN BUSINESS
    LEADER AS A COACH

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  • МЕЖДУНАРОДНАЯ АККРЕДИТОВАННАЯ ICF ПРОГРАММА ОБУЧЕНИЯ КОУЧИНГОВЫМ ТЕХНОЛОГИЯМ В БИЗНЕСЕ «ЛИДЕР КАК КОУЧ»

    CORPORATE PROGRAMS

    PROGRAM "LEADER AS A COACH"
    EXCLUSIVE ADAPTED
    THE TASKS OF YOUR COMPANY

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  • МЕЖДУНАРОДНАЯ АККРЕДИТОВАННАЯ ICF ПРОГРАММА ОБУЧЕНИЯ КОУЧИНГОВЫМ ТЕХНОЛОГИЯМ В БИЗНЕСЕ «ЛИДЕР КАК КОУЧ»PROGRAM
    INDIVIDUAL TRAINING


    INTERNATIONAL ACCREDITED ICF
    THE TRAINING PROGRAM COACHING
    TECHNOLOGIES IN MANAGEMENT
    LEADER AS A COACH

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Executive Coaching

There is always one more game you must win,
one more challenge you must take with dignity…

One of the serious problems faced by top managers is a sense of isolation, the  so called "loneliness at the top". These people can be very sociable, but still remain lonely. Uncertainty about  confidentiality, hidden internal competition and precariousness of the "corporate ladder" often prevent executive from discussing their work directly with someone of  their colleagues.

Besides, in our so called "knowledge age in business" a key competitive advantage is how good and fast the company management can learn and grow professionally. But there are "hidden rocks" here. Firstly, the process of learning is often perceived by executives as a kind of threat to their image. Secondly, in an avalanche of daily operational tasks and issues the top managers are sometimes unable to find time for trainings.

Moreover, what kind of training is offered by the market today? Basically, group trainings, where one has to sit at the desk again and solve someone else's problems from the "business cases" or play virtual business games. Such techniques certainly provide additional theoretical knowledge, but are rarely used later in the real work of an executive.

And what if the leaders are offered a balanced technique, in which temporary status of student and image of "chief" and leader would not enter into a conflict? What if the leaders can enhance their skills and learn new approaches, management styles and business strategies, solving real problems of their company during implementation of their own corporate projects?

Exactly the coaching has become the best today's way to achieve harmonious combination of all these reasonable needs for development and learning of leaders of the companies.

Coaching of executives is a confidential, private partnership between client, top manager and professional business coach. The purpose of this partnership is development, learning of the client and raising efficiency of his/her activities. In fact, it is a series of conversations with  a personal "coach" aimed at achieving of a specific goal of the client within his/her business and strategy of his/her organization.

Coaching is a powerful tool for personal development of top managers, aimed at raising the efficiency of their businesses. It reveals human capacity at most. It does not teach, but helps to learn fast.

Coach is an expert who can ask powerful questions. Such questions reveal the essence of the problem, help to apprehend it and encourage learning and acting.

Often, executives just need to talk about their problem in order to find the optimal solution. And with those who are not personally interested in the company issues - with an outside person who is not under the pressure of the corporate principles and culture. It is important here that one is listening, showing interest, encouraging to understand the essence of problem. And when the executive apprehends the existing problem, he/she is ready to take the challenge and find own resources and capabilities to solve the problematic situation.

It can be said that an independent coach is the third element in the system (in organization, business) - the invisible participant of situation or problem of the executive. Being at the epicenter of the problem, the coach, however, is not charged by the anxiety of his/her protégé (executive). On the contrary, he/she assesses the situation from the outside calmly and impartially with all its strengths and weaknesses, and often in different way compared with what the executive sees. In addition, the coach has sufficient competence to move leader from "dead point" - help him to quickly plan and implement changes.

The coach is a skilled catalyst for change, constantly maintains and monitors development of the situation, accompanies executive on the way up to the target. It's kind of an expert on how to plan and implement this development.

However, the main advantage of coaching approach to development and training of leaders is indissoluble connection of this process with solving the actual business problems, as they say, "without interrupting professional activities" in the course of implementation of current projects.

The objectives of executive coaching refer usually to one or more of the  following categories:
• quickly prepare potential leaders to increase or expand their duties;
• prepare executive for a new project or complicated task;
• accelerate adaptation and learning at new position (or in new organization);
• train individually a particular professional in transition to the role of executive;
• develop abilities (leadership, managerial, communicative, etc.);
• eliminate adaptation problems arising in the course of achieving the maximum efficiency;
• create an individual development plan;
• prevent loss of the job or downfall of the career;
• solve interpersonal working conflicts.

From the corporate point of view, coaching of executives is a way to demonstrate the true interest in the person, employee of the company. If the employer provides coaching services for his/her personnel, it shows his/her real value as a leader.

You may wonder: what kind of investing to development can be discussed during the crisis, when serious budget deficit compels organizations to "tighten their belts". I note that coaching is indispensable for the goals and role that is critical to the company exactly during the period of crisis. Here are some specific examples.

• Coaching will reduce duration of cycle or product.
If the company is affected by  financial crisis  or is limited in budget, the maximum fast implementation of projects or introduction of new products to the market becomes as important as never. During financial crisis company's turnover may fall as well, because employees are more concerned about keeping their jobs, rather than to satisfy production needs of the company. Coaching aimed at improving abilities of executives to manage a project or create a team, will allow accelerating the implementation of projects and ensure raised efficiency, therefore, will become profitable investment.

• Coaching of executives will help to increase revenues, market share and client base.
To deal with these kinds of basic operations activities, companies need stable cooperation and motivation of the entire staff. People need timely information and constant motivation to show results, despite the aggressive tasks, when the atmosphere is tense in the company, and those who have to motivate people probably suffer from stress loads too. The coach will help executives to adhere to the strategic focus and optimize performance. He/she can work with the executive to maintain a high level of spirit and promote victorious, not defeatist mood in the company.

• Coaching will help to hold key players.
It is the hardest to hold the best employees in crisis times. Competitors are always ready to take good professional with open arms. Besides, such employees are well aware that it is better to leave the ship before it sinks to the bottom. And what is the first sign that your corporate ship is in danger for outside world? The loss of key players. And what will happen when all other employees are distracted by leaving of colleagues and patching security holes? The ship will most likely continue to sink. Coaching of executives will help you to retain and maximize your corporate talents, especially in turbulent and highly competitive times, will bring  high return of investment, even if you hold one key employee.

Respondents of survey of Manchester Consulting Group were executives of the largest companies from Fortune 100 list. The survey showed that the average return on investment in coaching is almost 7 times higher than the costs of coaching services.

The study of large telecommunications companies from Fortune 500 list conducted by MerixGlobal, found that the result of coaching of top managers became ROI of 529%. In addition, when financial benefits of keeping the people in the company were calculated, the total rate of return on investment in coaching increased to 788%.

Metropolitan Life Insurance company arranged for some of its retailers intensive coaching programme, which resulted in increased productivity of the staff by an average of 35%. Along with that 50% of retailers identified new markets for development. And what is more important, MetLife was able to hold all sellers that passed coaching programme, having saved at that considerable resources. According to what CEO Anna Fisher told to Fortune magazine, the programme that cost to MetLife about 620,000 dollars earned for the company 3.2 mln. dollars of measurable profit.

Study of trainings and development conducted by International Personal Management Association showed that combination of trainings and coaching resulted in increase of productivity by an average of 88% compared with 22% in case of only trainings.

The results presented demonstrate that the rate of return on investment in coaching can be calculated.

 

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