Services

Executive Coaching

Coaching for leaders and specialists is a vital tool in assisting individuals to improve their performance, get back on purpose and better their own work lives as well as those around them.

Executive coaching helps an individual to ‘learn what it takes’ for him or her to be accountable for his or her results.  As a coach I help an individual identify, understand and eliminate barriers to more effective performance.

Coaching is most effectively employed when it is used to do one or more of the following:

  • Address individual and organisational change which will improve performance.
  • Enable personal transformation and career-role transition.
  • Support the development of future leaders for the organisation.
  • Address a specific development area.
  • Facilitate the creation of an organisational culture that values learning, creativity and continuous improvement.

My Executive Coaching process involves some initial work around visioning so that both coach and client are clear about what the coaching journey destination entails.  I also make use of psychometric assessments in order to peek below the surface of the client to better understand the drivers, preferences and values of the individual and how these can be utilized in the coaching journey.  I find these to be crucial components in assisting clients to reconnect with their purpose.

I am open to adapting my coaching style to fit that of the client and the needs identified.  I have found it highly beneficial to include a 3-way interview with the manager of the client up front to clarify expectations and build buy-in, as well as 360° surveys and interviews.

The coaching contract with the client can be adapted to suit the client’s needs, but generally involves embarking on a journey comprising about 20 coaching sessions of one hour each, scheduled for every third week.

Psychometric Assessments

As Carl Jung remarked – “Who looks outside, dreams; who looks inside, awakes.”   Connecting to your true purpose cannot be done without a clear understanding of yourself. Psychometric assessments are the scientific tools that allow this to happen and are a trusted ally that I call upon regularly in many of the interventions I embark upon.

Through the use of assessments, I help clients achieve a wide array of benefits, including the following:

  • Enhancing every recruitment decision by hiring the right person for the right role.
  • Building the ideal psychometric profile to recognize a successful candidate when you see one.
  • Optimise any learning programme by increasing the self-awareness of each participant first.
  • Assist leaders with a “how to” on flexing their EQ muscles.
  • Understand the difference between the lived values and espoused values in your organization.
  • Not only make sense of how people deal with stress, but accurately predict how people are likely to behave under stressful conditions

The impact of assessments is vast and can be applied across the following levels:

  • Culture of the organisation
  • Wellness of people
  • Values
  • Team type
  • Strenghts and blindspots of a team
  • Team optimisation
  • Self awareness
  • Personality
  • Aptitude
  • Emotional Intelligence

The below is a list of just some of the assessment instruments I am accredited in and use on a regular basis:

  • CPP
  • EQ 2.0
  • 16PF
  • WAVE
  • MBTI
  • Hogan Suite
  • Insights
  • WPI
  • FIRO-B

Organisational Development

Ensuring a better work life for all may require an intervention from time to time to effectively deal with some disabling dynamics.

I utilise OD as a process of researching and diagnosing organisational difficulties and designing bespoke solutions to assist organisations in improving results. The following type of services are typically included in my Organisational Development interventions:

  • Measuring and improving on employee engagement.
  • Assisting with change management as organisations learn to adapt to new demands.
  • Designing an optimal organisational structure and implementing appropriate role profiles.
  • Reviewing and/or crafting of business strategies that clearly define high level expectations and provide a roadmap of the journey to success.
  • Culture interventions centered upon understanding the lived culture and how to shift behaviour towards the espoused cultural norms.

Team Optimisation

Successful teams often boast higher levels of engagement.  This is a strong indication that the team members feel a connection to purpose and meaning in the work that they do.

In this crucial service delivery arena I utilize my OD skills to diagnose where the team is currently at, and what could be causing some of the difficulties through surveys, interviews and team performance data.  I then create a tailor-made solution that best suits the team and work towards a state of healthy dynamics and improved performance.

The list below contains a sample of the different types of interventions utilized in Team Optimisation:

  • Insights Discovery workshops including – Beginning the Journey; Team Effectiveness; Leadership Effectiveness and Sales Effectiveness.
  • MBTI based workshop focusing on the creation of self-awareness and fostering positive team dynamics.
  • Emotional Intelligence workshop utilising the EQ2.0 assessment to assist leaders and team members to learn how to improve their EQ competencies.
  • Customised interventions focusing on resolving difficulties with communication, role clarity, team purpose etc.

Talent Management

Having access to terrific talent has become a key strategic lever for companies who are forced to compete for and secure the right type of talent that can ensure sustained success. My immense experience in the realm of talent management has resulted in the type of offerings that help companies connect their talent to the right purpose, and provide a tailor-made framework that acts as a guide for the talent decisions, principles and practices that are required for success.

  • Creation and/or alignment of competency framework to identify behaviours per role.
  • Creation of a tailor-made talent framework.
  • Core Capability Review sessions to understand current and future capabilities required to fulfill the company strategy.
  • Implementation of the talent framework including:
    • Identification of talent – Define critical roles; define potential and assess accordingly; segment talent; confirm bench strength; identify succession.
    • Development of talent – Engage relevant development activities based on 70/20/10 principle of learning.
    • Retention of talent – Analyse the retention risk of key talent; customise retention strategies for different roles.
  • Insights on bench strength; total talent profile; succession risk analysis; and talent needs per level.

Career Counselling

Our evolving world has brought about a fascinating scenario where people are living longer, heathier lives than they ever have before.  It would not be abnormal for a person to switch careers five times in their lives.  The concept of work is shifting from one of being a means to an end, to one of fulfilling a life purpose.  I am immensely passionate about assisting individuals (young and old) to connect their careers with their life purpose.  Here’s my approach:

  • Career guidance for High School learners on which career to pursue by utilizing assessments and structured interviews to explore:
    o      Personality profile.
    o      Interests profile.
    o      Aptitude and skills.
  • Career counselling and coaching for adults regarding career transitions and challenges. Involves utilizing tools relevant to the situation (coaching, assessments, 360° surveys etc).
  • Personal Development Workshops focused on the process to follow when designing a development plan. Customised for the manager as well as subordinate.

Career transition workshops for leadership. Used to assist managers that have been promoted to new levels and are required to deliver different outputs.

Professional Memberships