Brid uses an engaging yet challenging style to really bring out the best in each Coachee and deliver on the goal agreed at the outset. She is very versatile and flexible so can adapt to different individual needs - I highly recommend Brid as a Coach
Tommy Geary, Director, EMEA Business Operations, Dell Computer
Achieve Your Potential!
Warren Bennis, the renowned Leadership Guru, in 2002 synopsised his life's work: the four critical factors of leadership are, he said:
- Adaptive capacity - (the ability to adapt yourself to different environments) the most essential and central aspect of leadership, according to Bennis.
- Capacity to engage followers in shared meaning - i.e. to align the star performers around a common, meaningful goal.
- Emotional capacity i.e. finding out what makes you tick, particularly learning a great deal about emotional intelligence.
- Moral capacity i.e. leaders have to rely on a moral compass - a set of principles, a belief system, a set of convictions - to guide their decision making processes and actions every day. Challenging development interventions can help leaders become more conscious of the compass they utilise subconsciously.
Bennis states that every good leader is going to have to - one way or another - learn these capacities.
The purpose of executive 121 coaching is to provide the environment within which you will experience a profoundly personal, challenging commitment to your own success.
BENEFITS FOR YOU
- A focused, customised, achievement orientated developmental process, which is designed with you, just for you.
- Time well spent - many senior executives have neither the need nor the inclination to attend generic learning events. Every coaching session is geared to you and moving you forward towards your goals.
- An intense, personal and managerial assessment, which utilises objective measures to provide a gap analysis of your mental, emotional, behavioural and managerial competencies. Input from your organisation's assessment methodologies and feedback from stakeholders is also sought to complete the development plan.
- A uniquely personal development plan, which incorporates solutions to your developmental needs, plus a scheduled plan to help you achieve your goals.
- Regular one to one coaching appointments, which act as accountability sessions to help you keep your promises to yourself.
- A tool driven process utilising the innovative Forte Communications Style Survey. It provides a regular assessment of your behavioural style, matched to your current environment. This assessment tracks your adaptive capacity and will identify powerful communication strategies to enhance your impact at that time with key people around you.
FORTÉ COACHING PROCESS
The Contract Phase:
- The organisation contracts the services of BBA either through HR, the coachees' manager or the coachee him/herself.
- The coachee may select his /her preferred coach from a panel of BBA coaches.
- Coachee meets coach and make a contract (how you will work together: i.e. you establish the duration and frequency of your sessions, the media you will use to communicate; the expectations you have of each other). This meeting may be supported by HR and may additionally involve Coach meeting coachee's manager.
- Coachee and his/her coach will set out high-level aims for the coaching contract and agree the confidentiality arrangements.
The Assessment Phase:
- A comprehensive assessment and data gather exercise to create a complete picture of your behaviours, competencies, capabilities, development strengths and gaps.
- The Forte Coaching Process provides a unique structure and tool (The Forte Communications Style Survey) as the foundation of the coaching contract which focuses on understanding and adapting the coachee's communication behaviours appropriately.
- Other tools BBA coaches may use in this phase include:
- Bar-On EQi - Emotional Intelligence Assessment
- Checkpoint 360 - Feedback instrument
- MBTI - Temperament Indicator
- Strengths Finder - Gallup Managerial Strengths identifier
- Thomas International TST's - fluid intelligence
- Profile XT - Job fit assessment
- Career / Occupational Inventory.
- Personal Satisfaction Assessment.
The Development Plan Phase
- The information from the above phase is presented to and interpreted with the coachee.
- A SWOT analysis is completed.
- Coachee and coach create a plan, which incorporates your key objectives and goals for the time period and also identifies solutions to fill key developmental gaps.
The Coaching Phase
- Regular face-to-face and / or phone sessions and email messages / progress updates.
- Each face-to-face session incorporates a review piece (how have you got on with what you said you were going to do?), a developmental piece (analysis of Forte profile and focus on a learning requirement or achievement of a goal) and a forward planning piece (what's to be done / achieved / learnt in the next period?).
- Before every face to face you will complete a FORTÉ Communications style profile, which tracks your adaptability capability and will highlight communication strategies going forward. This will be analysed at the developmental stage of the coaching session.
- The coaching sessions can be used to develop greater personal and interpersonal competence in the areas of:
- Pinpoint behavioural responses that generate unwelcome outcomes. Work progressively to generating more positive responses to challenging situations.
- Time Management - develop positive habits across the 12 key areas.
- Maximise your performance under pressure - complete Coping & Stress Profile: a workbook to assess your coping skills and pressure points.
- Put power into your presentation - use your coaching session to practice, tape and review your presentation to ensure you're getting your key messages across.
- Conflict Resolution - use the session to role-play a challenging situation to ensure that you can move the dynamic forward.
- Negotiation - need to get to a win: win? Prepare your negotiation plan in your coaching session and role-play to ensure the best possible outcome for both parties.