Leaders need to reinvent themselves as coaches whose job it is to draw energy, creativity, and learning out of the people with whom they work.
John Beeson, author and consultant, writes: “Although executive presence is highly intuitive and difficult to pin down, it ultimately boils down to your ability to project mature self-confidence, a sense that you can take control of difficult, unpredictable situations; make tough decisions in a timely way and hold your own with other talented and strong-willed members of the executive team.“
Companies are moving toward a model in which leaders give support and guidance rather than instructions, and employees will learn how to adapt to constantly changing environments in ways that unleash fresh energy, innovation, and commitment.
PotentialSquared has developed its Executive Coaching programme to meet the demands of twenty-first-century leaders and managers. As coaching is tailored specifically to the individual’s needs, their mission and purpose or their challenges, the programme does not follow a predictable, or linear path of progress. However, it is expected that an Executive Coaching programme may cover the following:
- Personal Vision, Values and Effectiveness
- Facing Challenges
- Relationships, Communication, Strategies
- Developing Self-Awareness, Confidence and Conviction
- Personal Accountability and Responsibility
Individuals will leave a PotentialSquared Executive Coaching experience, with greater self-awareness, clarity, focus and purpose in their actions. They can work with a trusted advisor, who will challenge, provoke, support, and encourage them to act and grow as people, and in their careers.
Herminia Ibarra and Anne Scoular, Harvard Business Review, writes: “The role of the manager, in short, is becoming that of a coach. The coaching we’re talking about—the kind that creates a true learning organization—is ongoing and executed by those inside the organization. It’s work that all managers should engage in with all their people all the time, in ways that help define the organization’s culture and advance its mission. An effective manager-as-coach asks questions instead of providing answers, supports employees instead of judging them, and facilitates their development instead of dictating what has to be done.”