“The test of a good coach is that when they leave, others will carry on successfully.”
Author unknown
Andy believes that coaching is the art of facilitating the development, learning and enhanced performance of business executives. It is about unlocking a person’s potential. Often an executive’s potential is limited partly by their fear of failure, lack of confidence and self-belief.
In every interaction, Andy builds the executive’s self-belief. He recognises that increasingly executives want their work to have meaning and purpose. Andy believes that motivation is a key to business performance and learning and enjoyment are inter-wined with performance.
The executive builds their awareness of what is happening around them and takes responsibility for and ownership of what they do.
Andy’s coaching stimulates an executive to perform and align themselves to their organisation’s values and business goals.
At the outset, he asks the executive to self-assess their current attitudes and behaviours which provides a benchmark understanding of their current modus operandi. In addition, the executive looks at their learning and preferred style of communication.
The executive is asked by Andy to complete the MMDI personality type test which is based on the theories of Jung and Briggs Myers to help build greater self-understanding and responsibility.
Andy supports the executive to recognise their dominant personality traits as a place to start in understanding what kind of leader they are.
Using probing questions, the coach asks the executive to reflect on their learning and communication style; attitudes and leadership qualities. This leads the executive to consider their thoughts on their priorities and goals. These reflections provide the platform for a further 6 one hour sessions at fortnightly intervals.
The executive provides written feedback on each session to the coach and is asked to consider the alignment of their personal and the organisation’s objectives. Between each session the executive is provided with additional reading material and challenged on issues relating to their programme.
Towards the end of the coaching programme the executive re-assesses their attitudes, behaviours and leadership skills and how they are moving towards the objectives agreed at the outset.