Executive Coaching

The Need

Individuals need YSC Coaching when:

• Changes in business strategy require new ways of working.
  
  
• They need to adapt or to prepare for a new role.
  
  
• They experience difficulties in performance but are unclear about how to change.
  
  
• They are at a stage in their career when they wish to take stock of themselves, their motivations and goals.
  
  

Organisations need YSC Coaching when:

• Strategic goals require changes in managerial capability or behaviour.
  
  
• Groups of managers have increasing demands made upon them and management capability needs to be improved in order to meet those demands.
  
  
• A more developmental culture is needed: managers who have a powerful coaching experience begin to coach their own people more effectively and open feedback becomes the norm.
  
  

The YSC Process

In our view, successful coaching interventions require that managers know themselves well, fully recognise what is required of them, accept deep-down the importance of changing, know what to do in order to change, have the support they need and recognise how to use their strengths to the full. In order to achieve these ends, the YSC Coach acts as: a confidential and neutral sounding board, a challenger, a source of expertise, an in-depth assessor and a provider of accurate and honest feedback. Our emphasis is on long-lasting behaviour change: doing things differently.

In concrete terms, the individual is helped to:

• Take stock of themselves, their strengths and weaknesses.
  
  
• Construct and implement a realistic and pragmatic action plan for development.
  
  
• Absorb any learning.
  
  
• Review progress and plan further action. We also offer coaching skills training.
  
  

Case Examples

• In a major US investment bank, we coached a number of managing directors who faced different challenges in making transitions, either to new roles or in addressing major changes facing their area of the bank. These interventions have typically involved a short number of focused sessions which have sought to give insight to the individual manager while also giving concrete skills in addressing defined issues.
  
  
• With a number of individuals, we have established a coaching relationship which has involved working with them over a period of time, often a number of years, as they move between roles. Such an example would be a highly successful young manager who joined the board of a major UK company at an early age. Our work with him focused on helping him understand how he needed to adapt to the particular organisation and to address quite complex political issues.

Zurück zum Seitenanfang