They have key roles to multiple stakeholders which cover an array of things with accountability for human, financial, intellectual, capital and social resources; at a more senior level, the economic, social and environmental well-being of entire communities.
The Executive Coach working with such individuals serves as a strategic partner to the executive leader and his/her team. Their skills include:
Personality profiling or a 360 degree review is available to provide a structured assessment from the clients own perspective or from the perspective of their manager, colleagues, and also peers. These tools often provide the basis for identifying the way forward, or act as a confirmation of perceived development needs. These tools can also be utilised at a later date to assess whether the required changes have truly been internalised and become part of the individuals approach to their management/leadership style.
Executive coaching can be undertaken on a private or corporate basis. Coaching programs are designed to fit in with the clients life-style and business commitments. Sessions are planned at a frequency that ensures momentum with focus points created early on and maintained throughout the relationship.
Performance management systems, and appraisal or performance review processes are all key contributors in creating bespoke and solid frameworks.
Implementation of performance management processes and systems needs to be supported with skills training for all key stakeholders on the concept of Performance Management itself and associated roles, responsibilities and processes.
The key to success is to place particular emphasis on developing the competences of people in relation to the key elements of the performance management process. A workshop approach is particularly successful for both managers and team members on the following performance management skills.
"This experience was superb and gave me tons of structured, relevant, and applicable information; great set of materials (would be cool to have them printed out); hands-on practice with insightful discussions afterward; familiarity with leadership practices in different departments of Rakuten; communication with inspiring individuals. Aisling Westerdijk is brilliant at her job. She was so supportive and truly there for us to grow through this experience and help us see things from a different perspective. What stuck with me is her top-notch facilitation skills; listening skills and ability to get to the core of things; superpower of effortless engagement; ability to stick to the schedule while giving everyone a chance to share their perspective; talent for creating a friendly learning environment within a newly formed group. To be honest with you I'm not a big fan of trainings. They are usually clumsy, engagement techniques are thrown at you and don't really work. From my experience Aisling's professionalism sticks out tremendously. In my humble opinion, such training can be helpful for any employee as it would give them a wider perspective on leadership. And it's a 100% must for newly promoted/aspiring leaders."
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