Leadership Coaching

Why Coaching?

The increasing need for leadership coaching is directly linked to the changing business and organisational environment in South Africa. As managers and executives often have to negotiate un-chartered territory, they need to reflect on their changing context and on how they are dealing with the demands it is placing on them.

Coaching facilitates such reflection.

The Changing Environment

The stable hierarchical organisation with rigid, well-defined roles and functions has made way for an organic organisation in a connection economy.

In this type of organisation, where processes are continuously being re-engineered, Key Performance Areas (KPAs) are often tailored to suit the individual, the employee profile is diverse, there is pressure to adhere to Black Economic Empowerment (BEE) requirements, and there is a need to accommodate affirmative action policies into company culture.

Coaching facilitates a bird’s eye view of the interplay of these processes.

Manager/Executive Skill Set

The process of evolving from a management to a leadership position, the challenges of leading diverse teams, and the need to cope with uncertainty and unpredictability are a few of the personal skills the contemporary manager or executive has to master.

Coaching facilitates the understanding and fine-tuning of such skills.

The Issue of Trust

In a changing environment, internal and external stakeholder trust is crucial. Credibility is gained through executive integrity, personal mastery and a clear leadership philosophy.

Coaching facilitates getting to know oneself better, enabling leaders to improve credibility and personal mastery.

The Coaching Process

Coaching provides a context in which the following processes are undertaken to address issues and challenges identified by the coachee:

1. Developing an improved understanding of internal and external contexts
2. Assessing of what is required of a manager / leader
3. Developing a personal SWOT (Strengths, Weaknesses, Opportunities and Threats) analysis
4. Establishing definable goals
5. Planning for activation and implementation
6. Defining a process of evaluation