Executive Coaching: An introduction
In order to conduct a successful coaching program it is imperative to clearly articulate the meaning of coaching itself. At Red Pill the definition of coaching we like to use is: “A solution-focused, results-oriented and systematic process in which the coach facilitates the enhancement of work performance, self-directed learning and the personal growth of the coachee.” (Grant 2000)
The regular and systematic reinforcement of the coaching sessions ensure that each participant is provided with a resource to support behaviour change and that the coaching material is translated into personally meaningful action plans and goals.
Our coaching methodology is founded on a behavioural science approach and incorporates the scientific underpinnings of both cognitive and behavioural psychology linked to practical business solutions. Some examples of the researched models are outlined below (and can be provided in further detail upon request.)
The Transtheoretical Model of Change as developed by Prochaska and Di Clemente (1982) provides a well supported model for understanding the stages of change and is used as a framework for personal change throughout the coaching program. The coaching methodology is based on the premise that in order for senior managers to improve their intra and inter-personal skills they will need to undergo (and therefore be coached through) a period of change and adjustment.
Techniques included in the coaching such as challenging individual assumptions and beliefs are taken from the studies of both Beck (1976) and Ellis (1975) in the area of Cognitive Behavioural Theory.
Solution Focus Theory as first developed by DeShazer and colleagues (1988) forms a core technique in our coaching approach. Focusing individuals on the future and drawing on their resources underpins one-on-one and group coaching sessions.
Effective goal setting strategies are based on the findings conducted by Locke (1996) of the effects of Conscious Goal Setting and Motivation.
The structure of the coaching sessions is based on the GROW model and variations of the model developed by John Whitmore (1986) and others.
Psychometric testing and personality preference, such as the extended MBTI II, MLQ and DiSC, can be included in Red Pill coaching programs in order to assist in the evaluation process (attitude/levels of self-awareness/time and priority management/personality preference) for each participant. It is important to note that the Red Pill approach to Executive Coaching weights the structured interviews and coaching sessions significantly greater than assessment inventory or testing. Tests will mainly be used as additional references when exploring individual strengths and areas for goal focus.
These can include the following tests areas:
Personality testing – covering various accredited tools; Time and Priority Management; Manager as Coach scale; Leadership surveys, Values Assessment and various performance management tools as required by the client.
For more information please contact us at firstname.lastname@example.org