Executive Coaching For individuals, teams and organisations

Transcription

1 Executive Coaching For individuals, teams and organisations

2 Contents Introduction to coaching at Ashridge 3 Ashridge s approach to coaching 4-5 Ashridge Centre for Coaching (ACC) 6 Coaching and mentoring for organisational impact 7-10 Executive team coaching Individual executive coaching Open programme: Coaching for Organisation Consultants Qualification: The Ashridge Masters in Executive Coaching 22 Visit us: ashridge.org.uk

3 Ashridge is recognised worldwide as a centre of excellence in executive coaching. We believe executive coaching is a significant and powerful contributor to addressing organisational change and talent development goals. It is a key approach through which leadership in complex and dynamic organisations can be developed using real-life challenges. Recognising the different realms in which leaders work, our executive coaching offering focuses on three areas: Individual executive coaching: board level coaching, first 100 days coaching, transition coaching, top talent coaching and senior women coaching. Team coaching and board retreats. Coaching and mentoring for organisational impact. Contact us: coaching@ashridge.org.uk 3

4 Our relational approach to coaching Informed by research from the Ashridge Centre for Coaching, we use a range of robust psychological theories and proven methods from the fields of coaching, counselling, psychotherapy and organisation development in our coaching work. Yet at the heart of our work is our relational, psychological approach, deepening your awareness of yourself and of the web of key relationships that exist in your organisation. Our aim is to strengthen your ability to respond to, initiate and enable change through the coaching process. It is the relationship that develops between client and coach that is critical Page, N. C. & De Haan, E. (2014). Does coaching work? If so, how? The Psychologist 27(8), Visit us: ashridge.org.uk

5 Ashridge accredited coaches We bring you a unique combination of business and behavioural knowledge and expertise. Our Ashridge-accredited coaches have real experience in business, consulting and facilitation. They carry out research with leading businesses and public sector organisations across the world. Many of our faculty and consultants are also qualified coaches. Ashridge coaches undergo regular supervision. Using a relational approach, our coaches are likely to work with you on a number of levels including: Your relationships with, and assumptions about, your organisation and the relationships that you have with the people within the organisation. What you bring to these relationships. Suggesting Problem Focused Solution Focused Challenging Supporting Insight Focused Person Focused Exploring Contact us: coaching@ashridge.org.uk 5

6 Ashridge Centre for Coaching The Ashridge Centre for Coaching (ACC) is an internationally recognised centre of excellence in the field of executive coaching. It works in partnership with leading academics and practitioners to conduct research in coaching outcomes and practice and offers research fellowships to visiting researchers. The centre focuses on relational coaching and consulting for organisational change. Its research and standards feed into the Ashridge Masters in Executive Coaching as well as the Ashridge Postgraduate Certificate in Advanced Coaching and Organisation Development. Ashridge Faculty publications Relational Transactional Analysis: Principles in Practice Fowlie, H. & Sills, C. (2011) Relational Transactional Analysis: Principles in Practice, London: Karnac Healing Relationships Sills, C. (2011) Healing Relationships, Keynote speech at USA TA Conference, San Antonio, Texas, 4 November Transactional Analysis Tudor, K. & Sills, C. (2012) Transactional Analysis, in C. Feltham & I. Horton (eds) The Sage Handbook of Counselling and Psychotherapy, 3rd edition, pp Moral Lessons - Part 1: What would you do?* De Haan, E. & Carroll, M. (2014) 'Moral Lessons - Part 1: What would you do?' work, January-February pp37-39 Moral Lessons Part 2: Further guidance.* De Haan, E. & Carroll, M. (2014). Moral Lessons Part 2: further guidance. Work 9.2, March/April, 'I Doubt Therefore I Coach' and 'I struggle and emerge: Critical moments of experienced coaches' De Haan, E. (2014). I Doubt Therefore I Coach: Critical Moments in Coaching Practice and I struggle and emerge: critical moments of experienced coaches. In: Fundamentals of Coaching and Mentoring (Ed: B. Garvey). London: Sage (forthcoming). Critical moments: A comparison between clients, coaches, and sponsors perceptions of change. De Haan, E. & Nieß, C. (2014). Critical moments: A comparison between clients, coaches, and sponsors perceptions of change. Training Journal, January, Behind closed doors: Stories from the coaching room De Haan, E., Baldwin, A., Carew, N., Conway, S., Elliman, J., Hazell, J., Martin, A., Mureau, S., O'Connell, P., Pounder, N., Rutherford, P. & Wanke, C. (Eds., 2013). Behind closed doors: stories from the coaching room. Faringdon: Libri. Does coaching work? If so, how? Page, N. C. & De Haan, E. (2014). Does coaching work? If so, how? The Psychologist 27(8), Relational Coaching: Journeys towards mastering one-to-one learning de Haan, E. (2008) Relational Coaching: Journeys towards mastering one-to-one learning, Wiley, ISBN , Also published in Dutch: Relationele Coaching (Van Gorcum, 2007) *Winner of the Coaching at Work prize for the best practical article Visit us: ashridge.org.uk

7 Coaching and mentoring for organisational impact Ashridge is both a consultancy and a business school. This enhances our focus on the impact of executive coaching on organisations, change, stability and performance. Creating a coaching culture Ashridge sees your organisation as a set of complex internal and external relationships where the skills of listening, inquiry and exploration are fundamental. In our experience the most successful organisations are those that have these skills embedded in their culture. Part of Ashridge s coaching mission is to help you develop these skills in your organisation. Embedding a coaching culture As subject-matter experts and practitioners in coaching, culture and development, we can support your organisation in embedding a coaching culture. Our research shows that real cultural change comes from a combination of both bottom up and top down leading and learning (Binney and Williams, 1996). In other words, when leaders coach their teams, coaching is actively modelled at the top which has a cascade effect and helps people in the organisation to develop their own skills as coaches. Contact us: coaching@ashridge.org.uk 7

8 Developing internal coaches Our long-established Coaching for Organisation Consultants open programme can be customised to your organisation s requirements for developing coaching capability internally. This can be combined with the Ashridge accreditation process. Successful internal coaches need the same levels of support as those working outside your organisation. Ashridge can also provide coaching supervision processes to offer this support and facilitate your coaches ongoing learning. Supervision Ongoing supervision is a vital way to maintain and grow the quality of individual coaches both externally and internally. We offer both individual supervision by one of our experienced coaches, and also supervision groups. Supervision is intended to be: Formative Normative Restorative Developing skills, learning from others and expanding practice. Establishing and reinforcing best practice across the group of Ashridge accredited coaches and becoming a community of best practice. Supporting coaches to enable them to work with very difficult issues and with their own and their clients anxiety. Participants in supervision groups benefit by gaining more coaching experience and learning from direct observation and feedback. 8 Visit us: ashridge.org.uk

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10 Business mentoring Mentoring is about paying attention and responding to the needs of others. It also seeks to establish a values base in others.your senior managers can be an untapped resource for people with less experience. Introducing a business mentoring system in your organisation facilitates knowledge-sharing and ensures that your organisation sustains the threads of success. Mentoring is a two-way relationship which benefits both the mentor and the mentee, we can help you introduce, select and develop business mentors to ensure that you achieve maximum results. Business mediation Mediation is about helping people in conflict to work collaboratively to solve their problems. Conflict may be an inherent part of the workplace dynamic, but conflict at work is both expensive and destructive. The consequences of unresolved conflict manifest in poor morale, underperformance, reduced productivity, absenteeism - often prolonged if psychological stress is involved - high staff turnover, and legal disputes. We can help you to develop effective mediators in your organisation. Your managers will learn how to provide a safe confidential space for handling complex situations that may have become personalised. The fundamental ability to conduct creative and constructive conversations without taking sides or imposing solutions, not only leads to conflict resolution, but also helps to prevent it occurring in the first place. The skills for effective facilitative mediation include how to: really listen when people talk, ask powerful questions, remain calm, maintain a non-anxious presence, allow people to tell their story, remain nonjudgmental and help people reach an agreement. Leaders who tackle those difficult conversations with skill, grace and confidence inspire a happy workforce; and organisational performance is inextricably linked with the wellbeing of its people. 10 Visit us: ashridge.org.uk

11 Executive team coaching Organisations are most effective when they have a highly effective team accountable for the success of the business. In high-performing teams all the relationships within the team work well, all members have a clear focus and understand their and their organisation s goals and needs. Our executive coaches work with your senior teams to help you build effective relationships and understand the team dynamics. The aim of team coaching work is to enable your team to have higher quality conversations. From good conversations come good ideas, decisions and direction. We work with reality, observing and reviewing existing processes in your organisation, for example in regular meetings and interactions. Transparent feedback enables your top teams to understand how the way they relate to each other helps or hinders effective working. Through these reviews, our executive coaches support your teams to implement the recommended changes, combing the work with one-to-one executive coaching where helpful. Board retreats Sometimes it is necessary and useful to discuss challenges and opportunities outside your day-to-day environment. We design customised retreats for boards and leadership teams. The retreats are action-oriented and further help you to resolve the unique issues that you face. They can lead to powerful results for you, you r team and ultimately your organisation. Contact us: coaching@ashridge.org.uk 11

12 I have worked with Ashridge throughout 2014 and during this time, my coach has encouraged me to develop my own personal brand and leadership style with confidence. He has also been a true sounding board for me, with a 5-year strategy that I have created and presented to Senior Executives and Board Members. His insights and experience have been highly beneficial with the right level of support and challenge to push my boundaries outside of my comfort zone. I highly respect his passion for coaching and strongly advocate his approach. Head of HR, HSBC Bank plc 12 Visit us: ashridge.org.uk

13 Individual executive coaching At Ashridge, executive coaching is customised to your needs as an individual leader in the context of your role and organisation, and delivered to professionally accredited standards. Executive coaching provides a confidential sounding board for senior managers who want to review sensitive issues, such as their own leadership and management style, or the effectiveness of their relationships with some of their key stakeholders - direct reports, management team, colleagues and customers - and explore the potential impact on business results. The process also aims to focus on the wider work-related agenda, notably on changes in organisational culture, teamwork and supporting people in successfully handling their own particular management and leadership challenges. We offer executive coaching both face-to-face and virtually. We have five key focus areas: Senior women leadership coaching Top talent coaching Transition coaching Board level coaching First 100 days coaching. Contact us: coaching@ashridge.org.uk 13

14 Senior women leadership coaching As a female leader you do not have different development needs from men, but you do have different contexts. As a senior woman you are frequently in a minority which can feel isolating. There may be very few, if any, role models at your level, and even less at the next level up. You often have fewer opportunities for informal mentoring and feedback. In addition, self-awareness sometimes becomes harder to tap into when you are in a distinct minority. Our specialist coaches are experienced in supporting and challenging female leaders and can work with you to further increase your effectiveness and confidence. 14 Visit us: ashridge.org.uk

15 Top talent coaching The most talented people in your organisation are an asset. Preparing them for their next role ensures their performance is at an optimal level. Coaching prepares people for future roles and ensures that they hit the ground running. Offering coaching is a clear signal that you value them and are ready to support them through their transition to being your top leaders of tomorrow. Coaching provides a confidential forum in which key people can consider the roles where they add greatest value. It has a significant impact on the motivation and development of your leaders, making it more likely that they will remain a high performer within your organisation. Contact us: coaching@ashridge.org.uk 15

16 Transition coaching Transition coaching supports senior managers during periods of transition and change. When leading change, you will have your own needs to meet and you will be more effective if you are able to pay attention to these needs within the transition. But your needs and response often get lost in the complexities of supporting everyone else through the process. The time to think through the implications of change for yourself, or think more creatively about how to deal with unforeseen difficulties is often in short supply. Transition coaching supports you as a senior manager on a short-term basis. Our coaches have extensive experience of working with organisations and individuals experiencing change and can support you during these crucial transition periods. 16 Visit us: ashridge.org.uk

17 Board level executive coaching Working at board level usually involves a huge workload, and there is rarely time to explore issues in depth. At this level, there are far fewer people in the organisation with whom you can talk openly - the issues are often just too sensitive or complex. Who can help you reflect on key questions about the future direction, the shape of your organisation, your leadership and how it translates into everyday action? How do you explore ways you could lead more effectively? Ashridge works with directors and chief executives on a completely confidential basis. The coaching explores your real concerns and issues. It focuses on goals and outcomes to ensure that there is a direct impact on your performance and the organisation. Our executive coaches have extensive business experience and work with a wide range of organisational issues, as well as helping individuals improve their effectiveness. Additionally, through team coaching and OD consultancy, Ashridge is uniquely placed to offer coaching to your board, a functional or an operational team. We can also help make your organisation s leadership community more impactful by developing a cross-organisation coaching culture. Contact us: coaching@ashridge.org.uk 17

18 First 100 days coaching Are you a senior executive new to your organisation? Are you investing heavily in this process? Do you want to ensure that you are up and running as fast as possible? Do you want to be in the best position to introduce change into the organisation? Or have you just been appointed internally to a board level position and are new to at working at this level? Are you making the transition from a specialist or functional role to an organisational role? Are you working in a foreign culture or region? If so, you could benefit from proactive coaching support to help you think through how to form effective relationships and identify the behavioural shifts required to ensure you are effective in your new role. 18 Visit us: ashridge.org.uk

19 My Ashridge coach and I have worked together in a number of different contexts: group projects, 1:1 coaching and giving support to immediate colleagues on an individual basis. In each case the benefits of my coach s input have been significant both for the individual employee and the employing organisation. My Ashridge coach is professional in her approach, mixing direct input with opportunities for personal reflection and thereby creating an ideal coaching environment. Vice-Chancellor & President, Loughborough University Contact us: coaching@ashridge.org.uk 19

20 Open programme Coaching for Organisation Consultants Develop your coaching skills and engage with your clients at a profound level. This modular programme focuses on the coaching relationship with the option to progress to become an Ashridge Accredited Coach. With five two-day workshops, this highly interactive programme combines psychological and organisational perspectives on coaching. Flexible to the needs and interests of the group, it will teach you how to engage with your clients at a profound level - dramatically increasing your impact on the organisation. You have the opportunity to develop your executive coaching competence and practice. It brings together a variety of psychological theories and models, sound business knowledge and facilitative coaching skills, with a view to integrating them in your existing consultancy work or to create a foundation on which to build a coaching and consulting practice. The programme aims to facilitate the application of theory, develop professional reflection and support you in your coaching practice. This programme, together with the Ashridge Accreditation Process, have achieved the European Mentoring and Coaching Council's European Quality Award (EQA) at the highest, Master Practitioner level. It also forms Module 1 of the Ashridge Masters in Executive Coaching. 20 Visit us: ashridge.org.uk

21 Who is it for? You are a consultant working with a number of client organisations, or an internal management/ organisation development adviser, HR professional or change consultant. You are already working as a coach or in a similar role and have an opportunity for coaching practice in between workshops. You may also be a senior manager or CEO responsible for coaching a significant number of people who are not in any form of reporting relationship to you. Benefits to you and your organisation You will: Develop high level coaching skills Understand the theoretical frameworks that inform effective coaching Increase your impact and effectiveness as a coach Have the opportunity to become an Ashridge Accredited Coach. This programme can also be customised to your organisation s particular requirements to help you develop capability within your organisation to coach your leaders. This can be combined with our accreditation process. Call our Programme Advisors +44 (0) admissions@ashridge.org.uk Contact us: coaching@ashridge.org.uk 21

22 Qualification Ashridge Masters in Executive Coaching The Ashridge Masters in Executive Coaching is a two-year, part-time, modular, self-directed programme. It is an opportunity to review and re-launch your practice, make the best of your natural skills, learn about yourself as a coach through supervision and co-coaching, and meet some of the most experienced practitioners in the field. You will develop your coaching and mentoring skills, either to integrate into your existing consultancy and coaching work or to create a solid foundation for a new coaching and consulting practice. The programme takes a relational psychological perspective, which will deepen your clients self-awareness and their understanding of the web of key relationships in their organisation. The aim is to develop your ability to respond to, initiate and enable change through the coaching process. This programme has been developed by experienced coaching practitioners who have a combination of research, psychological and organisational development experience. Two of the programme modules have been awarded the EMCC European Quality Award (EQA) at Senior Practitioner level. Only a handful of European coaching programme providers have this award. There are five modules altogether but you don t have to commit to the full degree programme until the end of Module 3. Module 1 is also available as an individual Open Programme, Coaching for Organisation Consultants. You may choose just to do this module to start with and then sign up for the degree if you would like to go further. After completing Modules 1 and 2, Module 3 enables you to prepare to become an Accredited Coach. This popular certification has been helping coaches to excel since Contact our admissions team: +44 (0) amec@ashridge.org.uk 22 Visit us: ashridge.org.uk

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24 Ashridge Business School Berkhamsted Hertfordshire HP4 1NS United Kingdom Tel: +44 (0) /ashridgebschool Registered as Ashridge (Bonar Law Memorial) Trust Charity number